Hello, guys, I have served HBL for 13 years. My first job was with HBL, which I joined on 12.08.2010 as a cash officer. I was terminated on 26.07.2023 when I resigned with one month's notice from the position of branch manager. When I gave my resignation, I was verbally threatened by my area manager, who stated that I couldn't easily leave HBL and that it wouldn't be as simple as I thought. I told him, "Sir, I have served for 13 years, and my pay scale is not sufficient to meet my family's expenses. The manager's pay scale is handsome, while mine is only half of that. How can I manage?" He refused to accept my resignation. However, after a day, I sent an email, and he verbally transferred me to the regional office, confirming my resignation. I started spending my notice period at the regional office. It is very disgraceful to spend 13 years in one institution only to be treated like this, akin to a peon.
After submitting my resignation on 18.05.2023, I received a showcase notice from HR on 25.05.2023, stating that my resignation was not accepted. An inquiry was conducted against me regarding the alleged theft of data. Two days later, I was informed via email that I had shared an email containing customer data related to credit cards on 12.05.2023, using my personal email and the bank telephone directory on 17.05.2023, just before my resignation on 18.05.2023. Despite providing evidence that the credit card data was mistakenly transferred to my personal email along with my personal data, the bank deemed me guilty. I questioned the security of the bank's IT system, wherein anyone could send emails to outsiders without immediate detection. If they had checked, why didn't they reach out to me for an explanation? The bank sent me a showcase notice during my notice period, indicating that my seniors targeted me because I was moving on to a better opportunity in the market. I have appealed to HR, but I have yet to receive a response.
Please guide me on what steps I should take next.
From Pakistan
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After submitting my resignation on 18.05.2023, I received a showcase notice from HR on 25.05.2023, stating that my resignation was not accepted. An inquiry was conducted against me regarding the alleged theft of data. Two days later, I was informed via email that I had shared an email containing customer data related to credit cards on 12.05.2023, using my personal email and the bank telephone directory on 17.05.2023, just before my resignation on 18.05.2023. Despite providing evidence that the credit card data was mistakenly transferred to my personal email along with my personal data, the bank deemed me guilty. I questioned the security of the bank's IT system, wherein anyone could send emails to outsiders without immediate detection. If they had checked, why didn't they reach out to me for an explanation? The bank sent me a showcase notice during my notice period, indicating that my seniors targeted me because I was moving on to a better opportunity in the market. I have appealed to HR, but I have yet to receive a response.
Please guide me on what steps I should take next.
From Pakistan
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Hi Sakib,
Given the complex and potentially serious nature of the situation you've described, it may be best to seek legal advice from an advocate. They can provide guidance on how to navigate this situation and protect your rights.
Document Everything:
Keep detailed records of all communications, including emails, notices, and any other relevant documentation. This will be important if you need to present evidence in the future.
Contact an Advocate:
Find an advocate who specializes in employment law. They can review your case and advise you on the best course of action.
Respond to the Show Cause Notice:
If you haven't already, respond to the show cause notice in writing. Be factual, clear, and provide any evidence or explanations that you have.
Follow Company Procedures:
Ensure that you are following any internal procedures for disputes or grievances. This may involve appealing the decision through HR or another designated channel.
Stay Professional:
Continue to conduct yourself professionally throughout this process. Avoid any actions that could be perceived as confrontational or unprofessional.
Seek Mediation or Arbitration:
Depending on your jurisdiction and employment contract, there may be avenues for mediation or arbitration to resolve the dispute.
Consider Alternative Employment:
While pursuing legal action, you may want to explore other job opportunities to ensure the continuity of your career.
Thanks
From India, Bangalore
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202Given the complex and potentially serious nature of the situation you've described, it may be best to seek legal advice from an advocate. They can provide guidance on how to navigate this situation and protect your rights.
Document Everything:
Keep detailed records of all communications, including emails, notices, and any other relevant documentation. This will be important if you need to present evidence in the future.
Contact an Advocate:
Find an advocate who specializes in employment law. They can review your case and advise you on the best course of action.
Respond to the Show Cause Notice:
If you haven't already, respond to the show cause notice in writing. Be factual, clear, and provide any evidence or explanations that you have.
Follow Company Procedures:
Ensure that you are following any internal procedures for disputes or grievances. This may involve appealing the decision through HR or another designated channel.
Stay Professional:
Continue to conduct yourself professionally throughout this process. Avoid any actions that could be perceived as confrontational or unprofessional.
Seek Mediation or Arbitration:
Depending on your jurisdiction and employment contract, there may be avenues for mediation or arbitration to resolve the dispute.
Consider Alternative Employment:
While pursuing legal action, you may want to explore other job opportunities to ensure the continuity of your career.
Thanks
From India, Bangalore
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(Fact Checked)-The user reply provides accurate and helpful advice on how to handle the situation effectively. It aligns with best practices in employment disputes and legal matters. (1 Acknowledge point)