Management Coach I Hr Strategist I Career
How long was the probation period and how many days did she work?
Did she ever highlight the "poor" working culture affecting women employees?
Have other women employees complained about culture?
While you can take advice from a professional lawyer,there is nothing much to be worried about threatening mails.
14th December 2015 From India, Pune
Prior saying anything, would like the know the T&Cs mentioned in the appointment letter regarding resignation during probation. For how long she was on probation ?
Also was there any written complaint regarding miscommitment about profile/salary/org. culture raised by her prior resignation?
If no complaint has been raised and appointment letter says that during probation employee needs to give 7/15/30 days notice prior resignation or salary in lieu, then she would be liable to pay the salary of difference days of notice period.
And if appointment letter says that once an employee completes 3/6months/1 year of probation, then he/she will be deemed to be a permanently employee automatically, then in this case you need to check out the T&Cs mentioned in the appointment letter for confirmed employees.
Hope this will be helpful. ..
14th December 2015 From India, Delhi
With regards to threatening mail nothing to worry about, legally they cannot do any harm to you/your wife.
15th December 2015 From India, Ahmadabad
Mentioned are the details
1. There were only 5 employees in Head office,only one lady HR is there who is also not very satisfied with the organization.
2. Management has complete control over all the processed including HR
3.The probation period was 3 months, My wife worked for 2 days less than 3 months.The notice period was not mentioned in the offer letter , while joining HR communicated verbally that during probation the notice period is NIL and after confirmation it is 3 months.
4. When she send a mail regarding her decision of moving on, she was threatened that they will ensure that she is not able to join the future employer and is being terminated in their records.
5, Communication of current working environment was not an option as MD had almost full monotony on the other employees. Situation was so worse that HR was even scared to get the approval for employees salary which happened to have a mandatory approval of MD that too after sarcastic comments . There was no point of escalating it to that single helpless HR lady.
Attached is the threatening mails and communication from the organization
16th December 2015 From India, Hyderabad
But is there any line in the appointment letter like " resignation during probation should be governed by company policy" ? If so then that is a concern as this is supported by the line written by the director as can be seen in the attachment. This is a silent line and in favor of the employer.
Also note , almost no employer will count her experience of 3 months and hence no verification would be needed from this company.
17th December 2015 From India, Delhi
Thanks for your suggestion, but the fact is that since she did not complete the probation, she was not given the appointment letter and we are not aware of the content of appointment letter.
Though we don't expect an experience letter from this organization, but we feel very suffocated as someone is literally threatening and blackmailing and we are not even able to respond to his open , written and well documented mails.
He has given an option of agreeing to termination or pay 100 % of 3 months Gross Salary, thats really unfair.
17th December 2015 From India, Hyderabad
See as she didn't received any appointment letter , it means she was not appointed there.
But, be confirm that your wife had not signed any document , bond or letter containing any terms and conditions.
If they don't have any proof in writing or even in mail from your wife accepting certain conditions then they cannot take any action in this case.
18th December 2015 From India, Mumbai
As no appointment letter was issued to her, so no t&cs can be imposed on her. But you need to check whether she has signed any other documents containing any t&cs . If not then you are free.
I agree with the good suggestion/possibilities given by Mr. Nathrao and Manhr on this. Hence proceed accordingly.
For any further clarification, you may please revert to us.
18th December 2015 From India, Delhi
A friend of mine was working in a company but due to accident one day while going to office she was not able to continue her job and due to that accident she was not able to inform her seniors about the accident as her phone got damaged and she was in hospital.After 2 days after coming home she informed her seniors and wrote a resignation email to them with all attached medical documents but her seniors are thinking that her accident was fake and so they didn't provide any response to the mail and not providing her relieving letter.She tried a lot to contact them but they are not responding now she got some good offer in other company but she don't have relevant experience documents to present over there.Please suggest what she can do in this situation...???
13th July 2016 From India, Delhi
How long your friend worked in that company. You may have salary slip or proof of bank account for having received salary that would come as a believable substitute of a relieving order.
As far as the accident is concerned, it is for your friend to prove what all you say. It may not be easy. She may opt to write a detailed letter to the VP(HR) or the Chief of the company explaining the circumstances and appeal for their interference to get justice.
13th July 2016 From India, Madras
13th July 2016 From India, Hyderabad
1) Since how long was your friend working with the company
2) What made her resign from the job, was it health ground and proved by a Medical Practitioner
3) After how long (period) she has applied for a new job
4) Is she medically fit now to resume job
Please answer the above so that learned members can give their views accordingly
14th July 2016 From India, Ahmadabad