Dear Sir, Please bear with this long mail, but it will clear many doubts in the minds of the employees.
We are all employees of a European MNC based in Gurgaon. We joined this company on terms such as high growth start-up, high standards of working, high quality of product, and many more which could be enough to lure any prospective employee. We left our already settled work-life to join this team, which had the so-called high moral standards.
We are a team of 8 sales personnel working across 2 states in India. Lately, 5 of the 8 have resigned owing to unjustified qualms and reasons which stir the respect of each employee. At the end of the day, we also work for self-respect, of which the top management has made utmost fun most of the time.
Some of us have not been paid reimbursements (travel allowance and incidentals) for as long as 5 months, others for a minimum of 2 months. We have never asked the accounts team for reimbursements as we feel they would be taken care of automatically once we submit them. But, it is of low importance to the accounts team for a long time. We still have not received our salary for December; January is a far-sighted goal.
Finally, after a long time, the sales team asked for the same, as a result of which our National Head decided to terminate 3 of the 6 employees who demanded the same. New guards were employed with strict instructions to not let any member of the sales team, including female employees, enter the office premises.
The ones who have been terminated are not given justified reasons. For example, a management trainee has been terminated, for which a Senior Manager said, “You were a trainee, and your training is complete.” It remains a mystery as to what the training was provided for if they did not want to continue with the confirmation. The appointment letter states that if the training was not up to the mark, then it can be extended, towards which they do not have an answer.
One employee who had been directly recruited on the direct reference of the Sales Head has not been terminated.
Clarifications Needed
I request you to please clarify the following:
1) Can a company prohibit its employees from entering the office by using power?
2) Is the employer required to give the reason for termination for employees on probation period?
3) Can we resort to legal action against the company for not paying our reimbursements/salaries on time and terminating employees without any valid reason and playing with everyone's career?
Thanks & Regards
Sales Team
We are all employees of a European MNC based in Gurgaon. We joined this company on terms such as high growth start-up, high standards of working, high quality of product, and many more which could be enough to lure any prospective employee. We left our already settled work-life to join this team, which had the so-called high moral standards.
We are a team of 8 sales personnel working across 2 states in India. Lately, 5 of the 8 have resigned owing to unjustified qualms and reasons which stir the respect of each employee. At the end of the day, we also work for self-respect, of which the top management has made utmost fun most of the time.
Some of us have not been paid reimbursements (travel allowance and incidentals) for as long as 5 months, others for a minimum of 2 months. We have never asked the accounts team for reimbursements as we feel they would be taken care of automatically once we submit them. But, it is of low importance to the accounts team for a long time. We still have not received our salary for December; January is a far-sighted goal.
Finally, after a long time, the sales team asked for the same, as a result of which our National Head decided to terminate 3 of the 6 employees who demanded the same. New guards were employed with strict instructions to not let any member of the sales team, including female employees, enter the office premises.
The ones who have been terminated are not given justified reasons. For example, a management trainee has been terminated, for which a Senior Manager said, “You were a trainee, and your training is complete.” It remains a mystery as to what the training was provided for if they did not want to continue with the confirmation. The appointment letter states that if the training was not up to the mark, then it can be extended, towards which they do not have an answer.
One employee who had been directly recruited on the direct reference of the Sales Head has not been terminated.
Clarifications Needed
I request you to please clarify the following:
1) Can a company prohibit its employees from entering the office by using power?
2) Is the employer required to give the reason for termination for employees on probation period?
3) Can we resort to legal action against the company for not paying our reimbursements/salaries on time and terminating employees without any valid reason and playing with everyone's career?
Thanks & Regards
Sales Team