Hi HR, I have been working with a reputed MNC for more than 6 years and was promoted to a lead level last year. My performance prior to the promotion had been extraordinary. In the new role as a process trainer, I got certified as a trainer from the client. I could not get certified on the first attempt as a trainer from the client, and on feedback shared by the client - "I was nervous in the presentation as I was sweating." However, other trainers got certified in the month of May, and I got certified in June. Meanwhile, others were given batches, whereas I was not assigned a batch. Finally, I was given one batch in the middle of July, which ended in mid-August. After that, I was assigned batches that were previously handled by another trainer, and I have been an active participant in the training team.
At the year-end, my PBC was closed without my consent as a 3 (bottom quartile). I was not happy with this, as I could see that my reporting manager was not supportive at all. Eventually, I escalated the issue to higher HR authorities. Following that, there was a discussion with me, and I was given reasons for receiving a PBC of 3 and was assured that there would be an investigation into the closure issue. Later, an email was sent stating that I had agreed to the PBC of 3. Subsequently, I was issued a PIP for PBC 3 in February, which, at the time of signing, was confirmed by my reporting manager to be for a duration of 60 days from the date of issue. The details were drafted in an email, not mentioning the closure date but including the first review date and then the second review date.
It has been more than 60 days since then. I completed another batch, and my reporting manager wanted to close the PIP. However, the given targets were not met. Now, my manager and the HR SPOC forwarded my PIP docs to the HR head, after which I was asked to resign by my reporting manager and HR SPOC. When I inquired about whether I would be given a notice period, the HR personnel said no and stated that a formal resignation had to be submitted within 24 hours, or else termination would occur.
I would like to know if, in this particular case, an employee can file a case in a labor court asking for compensation for termination. Additionally, I would like to know how an employee can also save his/her job.
Looking forward to your response.
At the year-end, my PBC was closed without my consent as a 3 (bottom quartile). I was not happy with this, as I could see that my reporting manager was not supportive at all. Eventually, I escalated the issue to higher HR authorities. Following that, there was a discussion with me, and I was given reasons for receiving a PBC of 3 and was assured that there would be an investigation into the closure issue. Later, an email was sent stating that I had agreed to the PBC of 3. Subsequently, I was issued a PIP for PBC 3 in February, which, at the time of signing, was confirmed by my reporting manager to be for a duration of 60 days from the date of issue. The details were drafted in an email, not mentioning the closure date but including the first review date and then the second review date.
It has been more than 60 days since then. I completed another batch, and my reporting manager wanted to close the PIP. However, the given targets were not met. Now, my manager and the HR SPOC forwarded my PIP docs to the HR head, after which I was asked to resign by my reporting manager and HR SPOC. When I inquired about whether I would be given a notice period, the HR personnel said no and stated that a formal resignation had to be submitted within 24 hours, or else termination would occur.
I would like to know if, in this particular case, an employee can file a case in a labor court asking for compensation for termination. Additionally, I would like to know how an employee can also save his/her job.
Looking forward to your response.