How to Handle Harassing Calls from Former Employees Seeking Final Settlements?

Dear Seniors,

My wife is working in a pharma company as an HR Manager. Some of the resigned candidates keep calling for their final settlement. Recently, she received a call from an unknown number. Two to three individuals called and started using offensive language. Nothing was mentioned regarding the settlement or any organizational requirements. When I called the number and warned them of the consequences they could face for such calls, the number was switched off. I traced the call to the MP/Chhattisgarh region, and we have identified two to three candidates for whom final settlements are due.

Query Regarding Blank Calls

In view of such blank calls, is there any way we can trace the number? If we trace anyone, what kind of action can be taken against such persons? My company is in Andhra Pradesh, involved in formulations marketing.

Your valuable guidelines are requested.

Regards,
Dayal Saran M

Let me introduce myself as an Indian, native of Kadapa, Andhra Pradesh. I really wonder why we people don't "THINK OUT OF THE BOX." It's easy to post a query, but I believe it's difficult for others to evaluate their own query in search of an appropriate solution.

Your wife, being an HR MANAGER, should understand that once an employee's resignation is ACCEPTED, F&F SETTLEMENT should be made ASAP or within the SHORTEST PERIOD OF TIME, or let's say MAXIMUM a WEEK. If F&F SETTLEMENT is not applicable due to certain FACTORS, then employees must be informed in WRITING and must and should receive ACKNOWLEDGEMENT for the same.

I have no idea why FINAL SETTLEMENT is being held. Your wife would be in a better position to provide us with better insight about the existing scenario. I blame your wife because she had given scope for ex-employees to behave abnormally, like sadists, psychos, out of frustration, or whatever it is.

On a top priority basis, kindly try to settle their dues. In the future, if you receive such calls, you are requested to REGISTER an FIR by providing relevant INFORMATION/MOBILE NUMBERS.

Please feel free to share if you have missed any information pertaining to your wife's query.

With profound regards,

The maturity level of all individuals is not the same, so such calls are not a new thing; it happens many times with other companies too. Your wife can lodge a complaint against them if the number and other details are there, but it is an official matter, so she needs to seek permission or have a discussion with her seniors in the company as well before proceeding further. As a husband, I can understand your concern, but let the company handle this issue and make a decision over filing an FIR or not. Hope this information will be helpful.

I disagree with a lot of statements mentioned in your reply. Companies usually take almost 3 weeks to 45 days to clear F&F, and such details are typically outlined in the policy manual. If in case such information is not specified anywhere, employees are usually informed about it on their last working day and are given a date to come and collect their F&F.

Even if none of this information is provided, no one has the right to call and abuse anyone in the organization. Using foul language and abusive behavior is criminal, and the company can take actions against such individuals.

Regards,
Archna

Hi Archana, thanks for the reply and insight. I'll follow the suggestions.

Hi Khadir, all points mentioned by you are intimated well in advance and in writing. Ex-employees (field staff) should submit NOCs from parties, company property, etc., for F & F settlement. Anyhow, I'll try to implement your suggestions.

Thanks,
Dayal

Dear Ms. Archana, To my knowledge, I had posted my suggestion in response to the query that was posted, which caused employees to behave abnormally.

1) Not every organization has provided its employees with an EMPLOYEE MANUAL.
2) EXCEPT FOR PF, other settlements do not take more than a day or two.

a) Mr. Dayal was only worried about the BLANK CALLS received on his wife's mobile, but he didn't mention anything related to the internal process pertaining to settlements.
b) Mr. Dayal has clearly stated that the calls were received from those employees whose settlements are due.

Did Mr. Dayal try to find out the objective behind those BLANK CALLS?

I do agree with you that no one has the right to call or abuse anyone in the organization. But please consider who is held responsible for making employees "CRAZY." Kindly think about the FACTORS associated with an employee becoming FRUSTRATED and resulting in BLANK CALLS, ABNORMAL BEHAVIOR, and much more. There should be a reason for receiving such blank calls. You need to consider both sides of the coin.

My way of dealing with employees goes beyond anybody's imagination because I don't believe in PUNISHING HUMANS as it is an easy task. Instead, ON HUMANITARIAN GROUNDS, I LOVE AND WANT THEM TO UNDERSTAND AND REALIZE WHAT MADE THEM GO WRONG. Henceforth, I am focusing on HUMAN PSYCHOLOGY, ATTITUDE, BEHAVIOR, and MATURITY SKILLS, which are essential for every HUMAN on EARTH to lead a better life.

Hope you understood what I wanted to convey.

With profound regards
Regards

This is getting interesting despite a solution in place. Permit me to set the perspective on the issue.

1) Yes, the employer is obliged by law and as a good management practice to settle F&F dues of each employee as soon as possible.

2) I am NOT stating the statutory limit as that part is NOT relevant here!

3) Even if the employer is at fault, NO ONE has the right to misbehave. We live in a society governed by the constitution and law. If despite this, some want to muscle their way about, the employer will be justified in responding appropriately!

4) Mr. Khadir has spoken, sitting in judgment even before all facts were placed before us. That is unfortunate!

5) Like Ms. Archana said, the issues concerning probable police involvement are best handled and decided by the organization.

6) A blank call spouting venom and filthy abuses is self-evident in motives. It could not be "to make an inquiry about the well-being of Mr. Dayal's family!" It not only does not show the culprit, but that is NOT difficult to search.

Finally, HR does NOT mean that it should take everything lying down. That it must not make a mistake is an uncompromisable fact, but even if it does, that by itself does NOT give the other side the right to take the law into their own hands. Also, the forum is to help each other and NOT criticize or sit in judgment even indirectly or unintentionally!

Kindly do not take offense anybody – particularly Mr. Khadir. My expression is an appeal to all members, please.

Regards,
Samvedan

Dear All, I have seen one thing in life, and that is "Two wrongs don't make one right." Irrespective of who was at fault and why they committed an act of an inferior nature, it is totally irrelevant because, in an act performed in such a manner, the intent of the person is to harass the other and not to settle the matter amicably.

The use of abusive language against a female amounts to outraging the modesty of a female as per the IPC, and no amount of justification can make an act with criminal intent considered right.

Dayal, your wife is not harassed because of personal animosity but because she is the HR manager of the company she is currently working for. I suggest that instead of addressing the matter at an individual level, you should urge the company to take the necessary steps against such harassment.

Regards,
Octavious

Handling Laid-Off Employees and Final Settlements

Some companies treat laid-off employees as untouchables, intentionally delaying their final settlement on one pretext or another. The disgruntled employees express their frustration towards HR. However, using abusive language against anyone is unacceptable. HR should expedite their settlement process, as disgruntled employees might spread negative propaganda against the company. This can be avoided by promptly settling their dues.

Regards,
Pon

Neither did you hurt my feelings, nor did I try to hurt Mr. Dayal or Ms. Archna. I would be obliged if you could read my reply point-wise, giving a short break, as you have to interpret it without considering it in a negative sense. As you are aware, it is our perception and interpretation levels that make us misunderstand the best solution as criticism or comment.

Those who had spoken filthy language, I am sure there must be a valid reason for the same. Mr. Dayal had spoken to those individuals, and since then, their mobiles have been switched off – this is what was posted by Mr. Dayal.

Ms. Archna, being an HR professional, was least bothered to find out why there was a delay in the F&F settlement and what the reason was for those employees to misbehave. Instead, she just highlighted what constitutes an offense or crime.

We should not motivate Mr. Dayal to seek help from the police or register a complaint, as that may create issues in the future because there is something called "revenge" that may manifest in any form.

I want Mr. Dayal to understand the root cause of receiving such calls and try to solve the issue.

With profound regards,

Hi Khadir, The query asked by Mr. Dayal was about how to deal with the issue, and so my reply was tailored as per the requirements. Not knowing about the company, their policies on F&F, I feel it was unjustifiable to comment on that at this point in time. Also, please do not conclude or judge what others do. I would really appreciate that.

A crime is a crime no matter what instigated it; this wasn't mentioned anywhere in Mr. Dayal's query. Abusing and the use of filthy language is a crime, and I stand by what I suggested. I simply offered my disagreement on what you, as an HR professional and behavioral trainer, recommended. My intention was not to let you down in any way, and if you felt so, please accept my apologies.

I agree with S. Kadhir; every misbehavior is a cry for help. You cannot throw stones at a dog and expect it to wag its tail. Also, very truly, PON has stated that some companies treat the employees who have left as untouchables and intentionally delay their F&F settlements on one pretext or another. The vexed employees display their irk towards HR. However, using abusive language against anyone is condemnable. HR should initiate their settlement in an expeditious manner, as the chances of those former employees spreading unwanted propaganda against the company can be avoided by a time-bound settlement.

This is very true and experienced by me as well. Once you resign, they act very hostile and cold towards you. I don't know why. Please treat every employee with respect because, in the end, you have to pay for your sins.