Hi, I have been falsely accused of being a biased manager. Surprisingly, this accusation comes from a former team member who was terminated due to unprofessional behavior and performance issues. He drafted an email to HR after his termination, which HR then forwarded to the legal team. Currently, HR is conducting confidential one-on-one meetings with my team members. I have a strong bond with my team and have dedicated 10 years to the company, receiving numerous awards and recognition from senior leadership.
It is disheartening to see the company investigating me after my long tenure and contributions. I am concerned about any potential threats to my employment due to this situation. Your advice on handling this matter would be greatly appreciated. Thank you.
From India, Nagpur
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It is disheartening to see the company investigating me after my long tenure and contributions. I am concerned about any potential threats to my employment due to this situation. Your advice on handling this matter would be greatly appreciated. Thank you.
From India, Nagpur
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Dear friend,
Strange things are happening in your company. You have written that "team member who was terminated due to unprofessional behavior and performance issues." But then the question arises: did HR conduct an enquiry before termination? If not, why did they not conduct one?
Going further, the termination should have been vetted by the legal department as well. Why was the legal department not taken into confidence?
Before terminating an employee on the grounds of unprofessional behavior and performance issues, a domestic inquiry must be conducted. If the inquiry was conducted, then why didn't the terminated employee bring up any allegations during the inquiry itself?
If the domestic inquiry was not conducted, then whose fault is this? Is it the fault of the HR Department and the Legal department? Are both departments working together to make you a scapegoat?
Solution: Post-termination inquiries with the team members of the Manager are uncalled for. This is nothing but harassment. To put a stop to it, I recommend you write a letter to the MD of your company and explain your position. Request his office to step in and let the law take its own course.
Thanks,
Dinesh Divekar
From India, Bangalore
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8032Strange things are happening in your company. You have written that "team member who was terminated due to unprofessional behavior and performance issues." But then the question arises: did HR conduct an enquiry before termination? If not, why did they not conduct one?
Going further, the termination should have been vetted by the legal department as well. Why was the legal department not taken into confidence?
Before terminating an employee on the grounds of unprofessional behavior and performance issues, a domestic inquiry must be conducted. If the inquiry was conducted, then why didn't the terminated employee bring up any allegations during the inquiry itself?
If the domestic inquiry was not conducted, then whose fault is this? Is it the fault of the HR Department and the Legal department? Are both departments working together to make you a scapegoat?
Solution: Post-termination inquiries with the team members of the Manager are uncalled for. This is nothing but harassment. To put a stop to it, I recommend you write a letter to the MD of your company and explain your position. Request his office to step in and let the law take its own course.
Thanks,
Dinesh Divekar
From India, Bangalore
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The employee who raised this concern was terminated after a valid legal investigation only. In fact, by the same members who are investigating my case. There was data and facts presented, post which they decided to terminate him.
From India, Nagpur
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From India, Nagpur
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Additionally, the team member who was terminated dropped an email to HR a couple of days after his termination, accusing me of bias. He also mentioned that I threatened my manager for a promotion, which is untrue.
From India, Nagpur
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From India, Nagpur
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Dear Nandkumar,
If the inquiry was conducted and if the misconduct of the employee was proven, then there is no reason for your HR department or the Legal Department to conduct a post-termination investigation. The very decision of conducting an investigation based on the email of the terminated employee shows the lack of belief in themselves by HR.
Terminated employees always show frustration. This happens everywhere. Your HR should have ignored the email written in a fit of annoyance by a terminated employee. There was no reason for them to reopen a closed chapter.
Notwithstanding the inquiries by HR, as recommended in my previous post, I recommend you write a letter to the MD of the company. They possibly may not know what is happening at the ground level. Let's see what happens.
Thanks,
DVD
From India, Bangalore
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If the inquiry was conducted and if the misconduct of the employee was proven, then there is no reason for your HR department or the Legal Department to conduct a post-termination investigation. The very decision of conducting an investigation based on the email of the terminated employee shows the lack of belief in themselves by HR.
Terminated employees always show frustration. This happens everywhere. Your HR should have ignored the email written in a fit of annoyance by a terminated employee. There was no reason for them to reopen a closed chapter.
Notwithstanding the inquiries by HR, as recommended in my previous post, I recommend you write a letter to the MD of the company. They possibly may not know what is happening at the ground level. Let's see what happens.
Thanks,
DVD
From India, Bangalore
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As suggested by Dinesh ji, please approach higher management and seek a decision. Your services to the organization and your dedication would help you win against any politics, if any, at lower levels. Be brave to fight if you are right.
From India, Vadodara
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From India, Vadodara
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There should not be any worry. As your service record speaks, politics at the workplace may be the reason. I suggest approaching higher management and presenting your concerns with proof and documentation. As recommended by Dineshji, please do the needful. Hope for the best.
From India, Vadodara
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From India, Vadodara
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Arbitrary and/or Perverted Action is not uncommon in India's Mis-Management Wonderland, as it were. Were you informed of "allegations of Biases" in the discharge of your duties arising out of your employment? Were you given all reasonable opportunity to defend the allegations leveled against you by the Inquiry Officer or Committee? Did you cross-examine the proof or evidence and the testimonies of the witnesses examined during the inquiry by the Management? Were you given/issued a copy of the Inquiry Report with conclusive and definite findings to submit your representation against the inquiry findings?
Seek and secure justice if you know injustice was meted out to you. None, including your Management Team, HR Dept Personnel in our country, is above the law. Take up with all authority to come out clean and to establish that those acting unlawfully, unethically, and immorally also violated your enforceable fundamental right to live with dignity and pursue your employment.
Such a shining example of injustice is a threat to justice everywhere.
Harsh K Sharan, Kritarth Team, 20.7.2020
From India, Delhi
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Seek and secure justice if you know injustice was meted out to you. None, including your Management Team, HR Dept Personnel in our country, is above the law. Take up with all authority to come out clean and to establish that those acting unlawfully, unethically, and immorally also violated your enforceable fundamental right to live with dignity and pursue your employment.
Such a shining example of injustice is a threat to justice everywhere.
Harsh K Sharan, Kritarth Team, 20.7.2020
From India, Delhi
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Just to add on, I have not been discharged from my services, and the legal team has not approached me. They are connecting with my team members to get my feedback on the issue raised. Although these connections are confidential, the team never received any emails like these, so they shared that information due to the bond that we share.
From India, Nagpur
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From India, Nagpur
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