Hi ..Presenting this case to invite your views :
An employer hired a Female professional at Senior Management Level with core functional expertise. The organization being very orthodox in approach and all the employees are part of it since inception (1984), except this new hire. Upon joining the work allocated to the new incumbent by the CEO(he being the immediate boss) was totally different against the position for which the incumbent was hired. This leads to the total confusion with the new incumbent and also with the team leading to the non-acceptance of the position in the organization. The new employee also got exposed to the erst while legacies and anomalies.
Thus the CEO for the fear of being exposed to the higher authorities started harassing this new incumbent . This frustrated the new employee and thus submitted its conditional resignation. The resignation further infuriated the CEO and then he started harassing the employee by using unethical behaviour, false allegation and pressure tactics. He also took away all the departmental charge and handed over to its most trusted employee without the notice of this new employee who is also HOD. Now this harassed employee has given numerous representation to the CEO and also the higher authorities but no response is given back. Neither the problem is resolved nor the resignation is being accepted.The time period elapsed is close to 9 months. Please guide what this female employee should do as now she feels that the modesty of the lady and professionalism had not been maintained. She feels cheated career wise.
There is no Grievance and Harassment policy in the system. Is there any legal remedy and will it impact on her future career prospects. The CEO wants that the conditional Resignation Letter and subsequent representations to be withdrawn be her and she has to give only two liners Resignation letter which can be accepted. He is also avoiding an interface between the new hire and the Board in his presence. Please lets have a your point of views so that this poor employee is guided on the road map in this crisis situation.
An employer hired a Female professional at Senior Management Level with core functional expertise. The organization being very orthodox in approach and all the employees are part of it since inception (1984), except this new hire. Upon joining the work allocated to the new incumbent by the CEO(he being the immediate boss) was totally different against the position for which the incumbent was hired. This leads to the total confusion with the new incumbent and also with the team leading to the non-acceptance of the position in the organization. The new employee also got exposed to the erst while legacies and anomalies.
Thus the CEO for the fear of being exposed to the higher authorities started harassing this new incumbent . This frustrated the new employee and thus submitted its conditional resignation. The resignation further infuriated the CEO and then he started harassing the employee by using unethical behaviour, false allegation and pressure tactics. He also took away all the departmental charge and handed over to its most trusted employee without the notice of this new employee who is also HOD. Now this harassed employee has given numerous representation to the CEO and also the higher authorities but no response is given back. Neither the problem is resolved nor the resignation is being accepted.The time period elapsed is close to 9 months. Please guide what this female employee should do as now she feels that the modesty of the lady and professionalism had not been maintained. She feels cheated career wise.
There is no Grievance and Harassment policy in the system. Is there any legal remedy and will it impact on her future career prospects. The CEO wants that the conditional Resignation Letter and subsequent representations to be withdrawn be her and she has to give only two liners Resignation letter which can be accepted. He is also avoiding an interface between the new hire and the Board in his presence. Please lets have a your point of views so that this poor employee is guided on the road map in this crisis situation.