Can Management Force a Resignation Without Explanation? Seeking Advice on Handling This Situation

Dear Sir, I joined a well-known group two years ago. Before joining this group, I had 15 years of experience in the hotel industry. I joined the catering division of this group in April 2013 as a Manager - HR, handling all the units in the country. I was doing really well and was reporting to the General Manager of the catering division.

In July 2015, the catering division was integrated with the parent company, which changed my reporting structure. I then had to report to the GM - HR of the parent company. This is where my troubles began. The GM - HR transferred me to a smaller town as an Operations Manager of facilities, which was not my core area. However, I accepted the challenge and started reporting to the Regional General Manager of Operations. Things were fine, and I received a lot of appreciation from the Principal Employer.

On March 31, 2015, the Regional General Manager of Operations resigned due to personal reasons. A new individual joined as his replacement, and within two months, he, along with the GM - HR, asked me to resign without stating any reasons. There were no harsh emails indicating that I was not performing, no memos, and not even a single call to say I was underperforming. There were no complaints otherwise.

They were not willing to provide my notice period and wanted me to resign and leave, which I refused. I asked them to provide it in writing. I have absolutely no clue why they asked me to resign.

Please advise on how to handle the situation.

Regards, ACS

"Was doing really well and was reporting to the General Manager of the catering division."

How do you know you were doing well? Any confirmation from the company's side in any manner?

"A new individual joined as his replacement and within two months, he along with GM-HR asks me to resign without stating any reasons."

Probably the new person wants to get his own team in your place. In your position, I would not resign voluntarily. I would step up my job search in full force. I would talk to the new person and ask him frankly where he sees room for improvement and where he feels I am falling short in performance. This personal interaction will help me understand the reasoning, read between the lines, and uncover any unstated reasons for asking me to leave. All of this is essentially judgmental based on my abilities.

A company can force you to quit if they want you out. Top directors have been removed overnight in the corporate world. What does your offer letter say about exit/termination? You can legally contest a termination, but there may be no real relief. The ball is clearly in the company's court - start looking for another job.

Like Nathrao mentioned, it's better to look for another job ASAP. Going by what you mentioned, I am sure you have built up a good reputation in the industry you are in. Also, I suggest contacting your earlier bosses with whom you had a good rapport and who now work elsewhere. They should be able to help you out. However, ensure you get all your dues here as well as the relieving documents. Given that it's more of a foregone conclusion that the GM-HR wants you out—right or wrong doesn't come into play now—get the best deal possible before getting out.

Another Aspect

I am not sure if background checks are prevalent in the hospitality industry like they are in IT. If it's almost the same, then it becomes all the more necessary that you get out of here smoothly, especially given your seniority.

All the best.

Regards,
TS

I echo the excellent opinion presented by learned professionals above. These days, candidates join in the morning and quit in the evening, saying they do not like the environment. Those days are gone when people talk about loyalty to the organization, stability, and whatnot. Therefore, you have put in a good number of years of experience in your chosen field. The hotel/hospitality industry is growing every day, and opportunities are all over the world, where they have opened up beach resorts, spas, etc. Therefore, instead of sitting in a corner and cursing your bad luck, as opined above, quickly look for a challenging role to suit your expectations. Take up the job, switch over in no time, and quit the present company with full and final settlements. You can challenge their decision in relevant courts of law if you still feel your position has been vindicated.

Best wishes

This is the part and parcel of private industry jobs. After working for a long period of 15 years, these types of cases are also a part of experience. Be prepared - certain methodologies of such working cannot be changed. You have to face it as a part of luck! Or just prove yourself suitable for the next promotion so that upon leaving, the alternative replacement is none other than you. Identify where you might be lacking, and you can find out. Wishing you all the best.

Handling Unexpected Resignation Requests

On March 31, 2015, the Regional General Manager of Operations resigned due to personal reasons. A new individual joined as his replacement, and within two months, he, along with the GM-HR, asked me to resign without stating any reasons. There were no harsh emails indicating that I was not performing, no memos, and not even once did they call me to say I was not performing. There were no other complaints.

They were not ready to give me my notice period and wanted me to resign and leave, to which I refused and asked them to provide it in writing. I have absolutely no clue why they asked me to resign. Please advise on how to handle the situation.

ACS

Hi Sachin, usually, employees are terminated on immediate grounds without giving notice or salary in lieu of it only in the case of gross misconduct. I am assuming that this was not the reason, and hence a proper termination was to be initiated. It is your right to ask for the reason for termination and request them to provide the same in writing.

Have they given you a relieving letter and asked you not to come henceforth? What reason have they shown on the letter about terminating your services? If the reason mentioned is acceptable, you can leave the matter and look for a job. Being in a recruitment consulting job currently, I find an employment gap of 3-6 months a usual trend these days, and there are many reasons for this.

Fortunately, you too have a reason that you have been transferred to Operations, which is basically not your core competency, and you wish to pursue your interest area. This wasn’t possible with the former employment, so you resigned.

Again, remember one thing always: never bad-mouth your previous employers in an interview. It gives a very negative impression of the interviewee.

Regards