Hello Everyone,
I am not sure this response will be liked--the best-case-scenario & the Worst-case-scenario being inviting brickbats from the members.
Frankly, Hemant seems to be under the impression that going legal is a solution for all & any such issue--WITHOUT so much as an exploration of OTHER avenues to resolve the matter--a sort of 'panacea' for all evils.
However, what's more surprising is the responses of some members who sort-of 'goad' him into this direction WITHOUT any details of the situation.
For one, Hemant hasn't mentioned the reasons for his being asked to 'look for another job'. NOT ONE member has asked for this input BEFORE recommending to go legal. Isn't this a part of the general 'responsibility' of guiding/advising someone? What if Hemant just went by the advice given to go legal with crucial facts missing & he, possibly, lands into a deeper mess? Would the member(s) who gave such an advice without thought bail him out then?
Another aspect--which one member pointed-out--is that the very fact that 'he was asked to look for another job' denotes that this is NOT a clear case of termination & more so DEFINITELY NOT an unilateral termination. Hemant made the 'assumption', I presume by the lack of legal knowledge, that he is being terminated.
The third aspect is that he has NOT BEEN GIVEN anything in-writing--a simple reason for this could be to allow him to resign when he gets another job, thereby 'HELPING' him to keep his career track record 'clean & straight'.
Pl note that this is NOT to suggest, even by assumption, that I am supporting the Director/Company. All I think every member ought to keep in mind & view is to HAVE THE FULL FACTS of the case BEFORE giving advice/suggestion(s)--to enable the members posting their problems/issues to take a "WELL-INFORMED DECISION". If some details are missing in the posting, I think they should be ASKED-FOR.
Coming to Hemant's problem, I think he needs to mention the reasons given for the Director's stand. If he hasn't asked, then he ought to--since, who knows, this MAY pertain to some basic issue/attribute with him which he would be able to correct. If not, then there's a danger that he could carry such traits along with him to his future jobs--and in the process come to the conclusion [obviously erroneous] that ALL Directors are bad....to say the least....and maybe continue making the same mistakes all thru his career, for the simple reason that no one pointed it out to enable him to correct.
I think this is what CiteHR is really meant for--focusing not on just the present but also the future of the members asking for advice.
If that's been a bit-heavy, it wasn't meant to.
Rgds,
TS