Was My Termination Fair? Seeking Advice on Handling Unjust Dismissal

I have been terminated from service with immediate effect. However, there is no reason mentioned in the letter. In my appointment letter, termination is stated in cases of misconduct, but I was never asked or informed about any misconduct by my seniors. I was working on probation. My reporting manager had forced me to resign, but I insisted that I am ready to perform and continue working. Within a week's time, he handed me a termination letter with immediate effect. I requested the management in written format three times for the reason. The reason forwarded was 'performance,' but termination due to low performance is not mentioned anywhere in my appointment letter. I believe that the termination of my service was unjust, considering that I was willing to work hard and perform. My manager is discussing alleged misconduct reasons about me with the management behind my back, and the management is supporting my reporting manager. I am seeking guidance on what steps to take next.
Thank you.
Best Regards

Dear Sim,

Greetings for the day!

As mentioned by you, you have been terminated with immediate effect without any reason stated in the letter. In your appointment letter, termination is only mentioned in cases of misconduct, but you were not informed about any misconduct by your seniors.

It is important to note that termination during the probation period should be supported by a valid reason, and proper notice should be given if performance issues are the concern. What is the notice period specified in your appointment letter? There should be a defined notice period or provision for salary in lieu of notice.

They cannot terminate your service without providing a clear reason. Despite your three written requests for the reason for termination, management has only cited "performance" as the cause, which is not explicitly mentioned in your appointment letter.

It appears that there might be some miscommunication or unfair treatment from your reporting manager, who is allegedly discussing misconduct reasons behind your back, with management supporting them.

I recommend gathering evidence of your communication attempts, including copies of your letters and the termination letter, and issuing a formal notice demanding an explanation. If they fail to respond within the specified time frame, consider taking legal action.

I hope this situation gets resolved in your favor. Feel free to reach out in case of any ambiguity.

Best regards,

Hi all,

Terminating after working nearly 24 years of service without any bad record in HR has given my life a serious problem. I am fighting against all illegal activities but need some more assurance for all of you. The MNC terminated my service without any service rule or statutory power as per the appointment letter. Shops and Establishment (West Bengal) have given their limitation as I mentioned an apex court order where the award was given that the company can't deduct any salary as there is no specific clause for terminating the employee. Please help me to fight against their dadagiri.

Nabolbona

Understanding Termination During Probation

The company reserves the right to terminate you during the probation period if they don't find your performance up to the mark. So, there is no need to worry. Just check your appointment letter; it must clearly mention that you will be on probation for a specified period. Until or unless you are on probation, the company reserves the right to terminate as per the contract. Either read your contract carefully or follow the suggestion above. It's all about your contract and appointment letter.

Regards