How Should I Respond to a Termination Email After Facing Workplace Harassment?

I joined a new real estate group more than a month ago, working as Manager Admin & EA to the directors. There were 5-6 Directors in the company. I was handling HR as well and involved in branding activities too, as there was nobody in the marketing department.

There was a female in the front office who was not regular to the office and was giving interviews elsewhere. One of our directors received a reference check call from some company regarding her employment with us. After that, they had a discussion with her and wanted her to resign ASAP. Though she did not resign and continued to work for another few days, she applied for a 6-day leave. Other directors in the company had a discussion with her and told me to send her a termination letter.

I found termination very rude but sent an email mentioning "the discussion you had with management, they have decided to relieve you from your services as FOE."

The day she was in the office for handover, she was misbehaving with almost everyone present. She used bad words for the company and about me with visitors sitting at the reception. We explained this situation in front of the director available in the office. He simply told us to ignore her. That was quite impossible for us, but still, we followed what our boss wanted us to do.

She handed over her stuff and left the office in the next two hours. Just a few minutes after she left the office, I received text messages from her number to the number allotted to me by the company. The messages were abusive and threatening. I was shocked as this was very disheartening. I talked to my directors on the phone and informed them about this. They wanted me to call the consultant immediately and explain things to him too. I did the same. The consultant suggested I file a police complaint against her on my own and mentioned that whatever help I required, he would surely provide.

My Concerns and Questions

Why did the company not take any action against her? What will the company be responsible for?

I was in the office the next day to understand if the company was doing anything against her or in my favor. I spent the whole day asking and explaining the same to them, questioning what if any other employee does the same with me? What security is the company providing to its employees, especially females?

They were asking me to suggest what to do. I suggested they call that girl into the office and ask for an apology letter. But the consultant shocked me with his statement. He said, "The company will not do anything for you. If you want to file a police complaint against her, you can do so on your own. If you do not want to continue with us, then ask for a full and final settlement; we will do that for you." He also mentioned, "It was you who found those messages threatening, then go and sit home; you will be safe."

In that moment, I told all three of them (directors & consultant) that I regret being a part of this company and I am not going to continue.

I was not going to the office and was in touch with one of the directors for the handover process. I handed over the stuff I had from the company. The same day, I received an email regarding my termination due to my absence without informing official authorities.

Request for Assistance

Please suggest something. I want to reply by writing a very strong email. Also, I still have those abusive and threatening messages on my mobile phone. Can I attach that screenshot with this email?

I request seniors to help me in drafting a strong email.

Thanks

Dear Isha,

As an HR professional and a responsible employer, I am very sorry for the mistreatment you faced in your company by the terminated staff and later by the management. You held a significant position in the company but were new to it, while the other individual had been with the company for a longer time and had established relationships with colleagues and directors.

The Situation at Hand

The situation you described highlights two contrasting aspects: the failure of the employer/consultant to address the misconduct of the older employee towards you, indicating a lack of willingness to hold her accountable. The lack of action against her raises questions about why the management did not see the need to set a precedent for employee behavior. The abrupt termination through email further reflects poorly on their professionalism and treatment of employees.

Steps to Address the Issue

I recommend drafting a detailed account of the incidents that occurred in the company, addressing the following points:

- The detrimental impact on your career upon joining the company.
- The information the other employee possessed about the company or its directors.
- The lack of support from a specific director when issues arose.
- The leniency shown towards the receptionist's behavior and the lack of consequences for her actions.
- The indifference of the directors towards addressing misconduct.
- Your disappointment in the company's handling of the situation.

Express your disappointment in their lack of empathy and courage to confront the problematic employee directly, instead using you as a means to dismiss her. Emphasize that true job satisfaction and a supportive work environment were absent during your time with them.

Before sending this message, ensure you have secured a position at another company. Understand that the decision to involve you in the dismissal was not personal but a strategic choice by the directors.

Despite the challenges you faced, maintain your professionalism and leadership qualities, emphasizing the importance of being observant rather than responding impulsively.

Best wishes.

Regards,
Manish Srivastava
ISO Consultant & HR
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