Hi HR,s
I have been working with a reputed MNC for more than 6 years and was promoted to lead level last year. My performance prior promotion had been extraordinary. In the new role as process trainer i got got certified trainer from client. I could not get certified in the first go as trainer from client and on feedback shared by client- "i was nervous in presentation as i was sweating". However other trainers got certified in month of may and i got certified in june. Meanwhile others were given batches wherein i was not been handed a batch. Finally i was given one batch in mid of july and which got over mid of aug. Post that i was handed over batches abandoned by other trainer and i have been an active participant in training team. Year end my PBC was closed without my consent as 3(bottom quartile). I was not happy with this as i could see my reporting manager was not at all supportive. Finally i escalated the issue to higher HR authorities. Post that there was discussion with me and i was given reason for giving PBC of 3 and was been assured that there would be investigation on the closure issue. Later there was mail been sent ass i have agreed on PBC of 3. Later i was been issued PIP for PBC 3 in FEB which at the time of signing was been confirmed by my reporting manager is for a duration of 60 days from the date of issue and the same was been drafted on mail not mentioning the closure date but had the 1st review date and then the 2nd review date. Its been more than 60 days post that I completed another batch and then my reporting manager wanted to close the pip. However the given targets were not met. Now my manager with the HR spoc forwarded my PIP docs to HR head post that I have to resign as per my reporting manager and HR spoc. When i checked with them on whether i would be given notice period or not the HR personal said no and said formal resignation has to be given in 24 hrs or the would be termination.
Would like to know can in this particular case- An employee go ahead and file case in labor court asking for compensation for termination. Also would like to know how can the employee also save his/her job.
Waiting for answer
I have been working with a reputed MNC for more than 6 years and was promoted to lead level last year. My performance prior promotion had been extraordinary. In the new role as process trainer i got got certified trainer from client. I could not get certified in the first go as trainer from client and on feedback shared by client- "i was nervous in presentation as i was sweating". However other trainers got certified in month of may and i got certified in june. Meanwhile others were given batches wherein i was not been handed a batch. Finally i was given one batch in mid of july and which got over mid of aug. Post that i was handed over batches abandoned by other trainer and i have been an active participant in training team. Year end my PBC was closed without my consent as 3(bottom quartile). I was not happy with this as i could see my reporting manager was not at all supportive. Finally i escalated the issue to higher HR authorities. Post that there was discussion with me and i was given reason for giving PBC of 3 and was been assured that there would be investigation on the closure issue. Later there was mail been sent ass i have agreed on PBC of 3. Later i was been issued PIP for PBC 3 in FEB which at the time of signing was been confirmed by my reporting manager is for a duration of 60 days from the date of issue and the same was been drafted on mail not mentioning the closure date but had the 1st review date and then the 2nd review date. Its been more than 60 days post that I completed another batch and then my reporting manager wanted to close the pip. However the given targets were not met. Now my manager with the HR spoc forwarded my PIP docs to HR head post that I have to resign as per my reporting manager and HR spoc. When i checked with them on whether i would be given notice period or not the HR personal said no and said formal resignation has to be given in 24 hrs or the would be termination.
Would like to know can in this particular case- An employee go ahead and file case in labor court asking for compensation for termination. Also would like to know how can the employee also save his/her job.
Waiting for answer