Hi, I have been falsely accused of being a biased manager. Surprisingly this has been put up by my team member who was terminated due to unprofessional behavior and performance issues. He drafted an email to my HR after his termination. Hr then forwarded it to the legal team. Now HR is connecting with my team members through confidential one on one connects. I share a great bonding with my team. I have given 10 years to my company and got many awards and recognition by my senior leadership.
This is really depressing to see the company investigating against me after giving so many years to the company. Please advise if there could be a threat to my employment due to this. Thanks

From India, Nagpur
Dear friend,

Strange things are happening in your company. You have written that "team member who was terminated due to unprofessional behavior and performance issues". But then question arises is whether HR conducted an enquiry before termination? If not then why they did not conduct?

Going further,the termination should have been vetted by the legal department also. Why legal department was not taken into confidence?

Before terminating an employee on the grounds of unprofessional behaviour and performance issues, a domestic enquiry must be conducted. If the enquiry was conducted then whatever allegations he had, why the terminated employee did not call you during the enquiry itself?

If the domestic enquiry was not conducted then whose fault is this? If is the fault of HR Department and also the Legal department. Are both the departments working together to make you a scapegoat?

Solution: - Post-termination enquiries with the team members of the Manager are uncalled for. This is nothing but harassment. To put a stop to it, I recommend you writing a letter to the MD of your company and explain your position. Request his office to step in and let the law take its own course.


Dinesh Divekar

From India, Bangalore
The employee who raised this concern was terminated after valid legal investigation only. In fact by the same members who are investigating my case. There was data and facts presented post which they decided to terminate him.
From India, Nagpur
Additionally the team member who was terminated, he dropped an email to HR after a couple of days of his termination about me being bias. Also he has mentioned that I threatened my manager for promotion which is so not true.
From India, Nagpur
Dear Nandkumar,

If the enquiry was conducted and if in the enquiry the misconduct of the employee was proved then there is no reason for your HR department or the Legal Department to conduct post-termination investigation. The very decision of conducting an investigation on the strength of the email of the terminated employee shows the lack of HR's belief on themselves.

Terminated employee always show frustration. This happens everywhere. Your HR should have ignored email written in a fit of annoyance by a terminated employee. There was no reason for them to open a closed chapter.

Notwithstanding the enquiries by HR, as recommended in my previous post, I recommend you writing a letter to the MD of the company. Possibly may not know what is happening at the ground level. Let us what happens.



From India, Bangalore
As suggested by Dinesh ji,pls approach higher management and seek descision.
Your services to organisation and your dedication would help you winning against any politics if any at lower levels.
Be brave to fight if you are right.

From India, Vadodara
There should not be any worry.
As your services record speaks.
Politics at work place may be the reason.
Suggest approaching higher management and put up your concerns with proof and documentation.
As suggested by Dineshji,do the needful.
Hooe for the best.

From India, Vadodara

Attached Images
File Type: jpg image_32a90c9f-9cf1-40d0-b2b3-e33675b61f3220200720_011557.jpg (44.5 KB, 14 views)

Arbirary and or Perverted Action is not uncommon in India' s Mis-Management Wonderland, as it were. Were you informed of "allegations of Biases" in discharge of your Duties arising out of yourEmployment? Were you given all reasonable Opportunity to defend the allegations leveled against you by the Inquiry Officer or Committee? Did you Cross-examine the Proof or Evidence and the Testimonies of the Witnesses examined during Inquiry by the Management? Were you given/issued Copy of the Inquiry Report with Conclusive & Definite Findings to submit your REPRESENTATION against the Inquiry Findings?

Seek and Secure Justice if you know Injustice was meted out to you. None including your Management Team, HR Dept Personnel in our Country is Above Law. Take up with all Authority to come out CLEAN and to Establish that those Acting Unlawfully, Unethically, Immorally also violated your enforceable Fundamental Right to Live with Dignity and Pursue your Employment

Such Shining Example of Injustice is a Threat to Justice eveywhere.

Harsh K Sharan, Kritarth Team, 20.7.2020

From India, Delhi
Just to ass on to, I have not being discharged from my services, and legal team has not approaches me. They are connecting with my team members to get my feedback on the issue raised. Although these connects are confidential, team never received any emails like these so they shared that information due to the bond that we share.
From India, Nagpur

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