HR forced me to resign.
I am employed at an organization that has a workforce of 6,000 individuals, located in Gurgaon. My annual salary is 9 lakh. Despite my satisfactory performance, my manager does not like me. I hold the position of Team Leader, managing a team of 25 members. Recently, I was diagnosed with malaria, which necessitated a two-week leave of absence. Upon my return, I was promptly relieved of all my responsibilities.
The manager informed me that I would explore alternative opportunities within a two-month timeframe. This communication was solely verbal, with no follow-up correspondence. After one month, the HR department contacted me via Google Meet and requested that I submit my resignation, a conversation which I recorded (video). I did not resign; instead, I requested one day to think about it. I have never been placed on a Performance Improvement Plan (PIP) or received any warnings. Subsequently, I reached out via email to the CEO and other senior executives, including the president and vice president. Following this, HR contacted me and said that there is an opening in Bangalore and they will transfer me there with immediate effect. It appears that they are attempting to threaten me, as my experience in the same company is primarily in backend operations, and they are now insisting that I transition to a front-facing role that requires direct interaction with customers.I have no experience and the role offered is managerial one.
The following day, I consulted with a lawyer and issued a legal notice. I requested compensation for six months, along with a three-month notice period, and outlined additional terms and conditions. Specifically, I stipulated that if relocation to Bangalore is required, I would expect a compensation package of 13 lakhs, as well as a relocation allowance for accommodation. It has now been nearly a week since I sent the legal notice, and I have yet to receive any response via email or phone from my company.
After dedicating seven years to this organization, I find myself in this situation. I have put in considerable effort with the hope of retiring from this organisation one day. This has left me feeling quite upset and disheartened, and I am increasingly concerned about my future.
I would appreciate guidance on whether I can expect justice in this matter and what compensation I might anticipate as a result.
I am employed at an organization that has a workforce of 6,000 individuals, located in Gurgaon. My annual salary is 9 lakh. Despite my satisfactory performance, my manager does not like me. I hold the position of Team Leader, managing a team of 25 members. Recently, I was diagnosed with malaria, which necessitated a two-week leave of absence. Upon my return, I was promptly relieved of all my responsibilities.
The manager informed me that I would explore alternative opportunities within a two-month timeframe. This communication was solely verbal, with no follow-up correspondence. After one month, the HR department contacted me via Google Meet and requested that I submit my resignation, a conversation which I recorded (video). I did not resign; instead, I requested one day to think about it. I have never been placed on a Performance Improvement Plan (PIP) or received any warnings. Subsequently, I reached out via email to the CEO and other senior executives, including the president and vice president. Following this, HR contacted me and said that there is an opening in Bangalore and they will transfer me there with immediate effect. It appears that they are attempting to threaten me, as my experience in the same company is primarily in backend operations, and they are now insisting that I transition to a front-facing role that requires direct interaction with customers.I have no experience and the role offered is managerial one.
The following day, I consulted with a lawyer and issued a legal notice. I requested compensation for six months, along with a three-month notice period, and outlined additional terms and conditions. Specifically, I stipulated that if relocation to Bangalore is required, I would expect a compensation package of 13 lakhs, as well as a relocation allowance for accommodation. It has now been nearly a week since I sent the legal notice, and I have yet to receive any response via email or phone from my company.
After dedicating seven years to this organization, I find myself in this situation. I have put in considerable effort with the hope of retiring from this organisation one day. This has left me feeling quite upset and disheartened, and I am increasingly concerned about my future.
I would appreciate guidance on whether I can expect justice in this matter and what compensation I might anticipate as a result.
Dear Vishal,
What has happened to you is unfortunate. However, I wish you had approached this forum before sending the lawyer's notice and not after. The company must have received notice by now and the authorities concerned could be deliberating on the further course of action. Whether the notice softens their stand or complicates the matter remains to be seen.
The issue arose because the manager dislikes you. What caused this dislike, and why, despite seven years of service, your standing was so weak that your medically necessitated absence was sufficient grounds for your removal, is unclear.
We the members of this forum are outsiders and do not know the internal dynamics of the company. Whether the manager's actions or decisions were consistent with the organisation's culture is also unknown; hence we cannot offer sound advice.
For the HR Professionals: - The case highlights what happens when the managers enjoy untrammelled power and when HR becomes the handmaid of the functional managers. In this case, I wish the HR had risen to the occasion, found out whether any injustice was meted out to the subordinate and could have taken an independent stand. However, in this case, the HR appears to be just a pushover. When HR will become assertive?
Thanks,
Dinesh Divekar
From India, Bangalore
7885What has happened to you is unfortunate. However, I wish you had approached this forum before sending the lawyer's notice and not after. The company must have received notice by now and the authorities concerned could be deliberating on the further course of action. Whether the notice softens their stand or complicates the matter remains to be seen.
The issue arose because the manager dislikes you. What caused this dislike, and why, despite seven years of service, your standing was so weak that your medically necessitated absence was sufficient grounds for your removal, is unclear.
We the members of this forum are outsiders and do not know the internal dynamics of the company. Whether the manager's actions or decisions were consistent with the organisation's culture is also unknown; hence we cannot offer sound advice.
For the HR Professionals: - The case highlights what happens when the managers enjoy untrammelled power and when HR becomes the handmaid of the functional managers. In this case, I wish the HR had risen to the occasion, found out whether any injustice was meted out to the subordinate and could have taken an independent stand. However, in this case, the HR appears to be just a pushover. When HR will become assertive?
Thanks,
Dinesh Divekar
From India, Bangalore
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