Withholding salary for non-performance is not legal. At the same time, if you approach a labour office, then it would turn the whole episode, complex. As you said, try looking out for a job and post your relieving process, you might seek the help of the labour inspector for any pending dues.
6th December 2016 From India, Bangalore
Non-communication and assumptions are the two major barriers of communication. The issue at hand has arisen because of these two challenges.
Well gentleman, you say that you have 10 ten years of experience. You also say that your superiors did not give any targets to you. Therefore, there was non-communication from their and assumption from your side. On taking up the new assignment, you could have sought clarification on the sales targets. Sales job is target oriented requires no further comments. If the targets were not communicated, you had assumed that it is your superior's duty to do it and waited for their communication. This was your biggest risk.
General Comments on HR: - Employing a senior person in the organisation and not telling him anything about the targets about the job speaks poorly of the management style. Going further, HR has put on hold the salary as well. This is how HR gives so much emphasis on personal communication and forgets about the principles of the organisational communication. If the performance was poor, then why employee was communicated earlier? Why any written warning was not given? Employee engagement is the buzzword in HR. How can HR engage employees if there is non-communication?
7th December 2016 From India, Bangalore
Thanks for your kind reply.
The management or my seniors have not given me any targets in turn I have sent a "plan" for 2months and we honoured that nearly.
Please kindly suggest me what should be next steps in terms of safeguard my salary and how do I get at least 2-3 months notice period. So that it would help me till I get another job.
8th December 2016 From India, undefined
Since you were Manager, you do not come under the provisions of Industrial Disputes Act, 1947. However, it depends on how many subordinates reported to you.
Anyway, you may approach Labour Officer (LO) of your area. Give a written complaint about sudden removal from the Job and non-payment of the wages. Let us see whether he entertains your complaint. I he expresses his desire to be kept in good humour then oblige his request. Otherwise, civil suit is the only option.
8th December 2016 From India, Bangalore