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While empathizing with your situation, pl clarify IF you asked your present manager for suggestions [since it was he who suggested you to approach the earlier manager for redressal]?
I think your present manager can take-up the issue & escalate it on your behalf--just because the incident happened BEFORE his tenure DOESN'T MEAN he CAN'T take it up. And if there's any chance for anyone within your company to take it up, IT HAS TO BE HIM--for the simple reason that IT'S HE who will have to take work from you now-on. It's in BOTH your & HIS interest. And a dissatisfied employee is not any boss desires--IF he can help it.
Pl suggest to him--but at the same time PL DON'T USE THIS SAME LANGUAGE IN WHICH I WROTE THIS RESPONSE. It's more likely to be perceived as a 'threat' from you than resolving the issue--tone it down & put across the point subtly. Hope you get the point.
All the Best.
From India, Hyderabad
Dinesh DivekarDear Abhinay,
It is quite unfortunate that this simple matter has been blown out of proportion. What surprises me is that it should happen in a company like EMC2. My another surprise is that your HR is also sitting pretty idle on the matter even when you approached to them. Now as a immediate measure, I recommend you taking printout of all the correspondence that you had with whoever you had. Wait for sometime to check whether your allowance gets credited. If not, then approach the Head HR. If he does not do anything then approach MD. If he does not do anything then you have two choices. One is to forego the shift allowance. Second is to give lawyer's notice for illegally withholding the shift allowance. However, please make a note that going for this option may incense the authorities and they may start troubling you. You may end up in risking your employment also.
For Sateesh: - You may go through the paragraph three of Abhinay's post. He had approached his current manager. His current manager had told Abhinay to approach his ex-manager. This is nothing but shirking from one's responsibilities. Secondly, one's the matter reaches at the door of HR, whether the allowance is routed through one's manager or not does not matter. HR Head can very well sanction the allowance by utilising his/her legitimate power. But I doubt whether matter has reached level of Head HR at all.
For all the HR Professionals: - This is a classic case study of employee motivation, organisation culture, causes of employee attrition etc. Abhinay's could be just one case. There could be similar things happening in the company. The instance goes on to show vacuity behind the jargon like values, vision, employee engagement etc. The instance also shows the hollowness of the big brands. For the rightful allowance, the employee has to run from pillar to post! What a pity!
Final comments: - The instance also shows why labour unions were important. I doubt whether HR or any other manager would have shown temerity of doing nothing for the rightful demand of the worker had it been a unionised company. But then this is the crux of the matter is. These persons working in IT and BPO sector frown at the trade unions without realising their necessity. People prefer suffering silently rather than being led or helped by some external agents. God only knows when the wisdom will dawn on them!
Dinesh V Divekar
From India, Bangalore