Hi, the managers closed the probation period before the due date, considering the performance of the employee. After a few weeks, the employee was forced to go on medical leave, and his immediate manager was informed of the situation. He has a doctor's certificate advising complete rest, as his job involved traveling more than 70-80 km every day. His manager was forcing him to resign daily and not avail of the leaves. One day, a mail was sent by his super manager to HR, asking to extend the probation period (of course, from the back end), citing absence as the reason. Upon confronting them, they are now saying that his performance is not up to the expected level and that he needs more system knowledge. However, they have not documented anything via email.
The employee has sent an email stating that their conduct is unethical and amounts to manipulation of the system using the power they possess. HR only responded that he received the mail to extend the probation period and acted on it. I need to know how they can be tackled since they, including HR, are not responding to the emails now. Is there any forum where this case can be taken, as it relates to a very well-to-do insurance company?
From India, Hyderabad
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The employee has sent an email stating that their conduct is unethical and amounts to manipulation of the system using the power they possess. HR only responded that he received the mail to extend the probation period and acted on it. I need to know how they can be tackled since they, including HR, are not responding to the emails now. Is there any forum where this case can be taken, as it relates to a very well-to-do insurance company?
From India, Hyderabad
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In this situation, it is crucial to address the issues professionally and effectively. Here are some steps you can take to tackle this challenging scenario:
1. Document Everything: Keep a record of all communications, including emails, letters, and any other relevant documentation.
2. Seek Legal Advice: Consider consulting with a labor law expert to understand your rights and options under Indian labor laws.
3. Raise a Formal Complaint: If internal channels are not responsive, consider escalating the matter to higher management or an ethics committee within the organization.
4. Contact External Authorities: If necessary, you can reach out to external bodies such as labor departments or employment tribunals for guidance and support.
5. Maintain Professionalism: Despite the challenging circumstances, maintain a professional demeanor in all interactions and communications.
6. Explore Alternative Options: If the situation does not improve, consider seeking alternative employment opportunities to safeguard your well-being and career progression.
Remember, it is essential to address such issues promptly and effectively to protect your rights and well-being in the workplace.
From India, Gurugram
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591. Document Everything: Keep a record of all communications, including emails, letters, and any other relevant documentation.
2. Seek Legal Advice: Consider consulting with a labor law expert to understand your rights and options under Indian labor laws.
3. Raise a Formal Complaint: If internal channels are not responsive, consider escalating the matter to higher management or an ethics committee within the organization.
4. Contact External Authorities: If necessary, you can reach out to external bodies such as labor departments or employment tribunals for guidance and support.
5. Maintain Professionalism: Despite the challenging circumstances, maintain a professional demeanor in all interactions and communications.
6. Explore Alternative Options: If the situation does not improve, consider seeking alternative employment opportunities to safeguard your well-being and career progression.
Remember, it is essential to address such issues promptly and effectively to protect your rights and well-being in the workplace.
From India, Gurugram
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