Labor laws - Deliberately sacked on account of non-performance

Respected seniors and fellow colleagues,

This is Rupam here. I recently joined as the training manager for XXX Village, Kolkata on the 20th of March 2017. Unfortunately, I was dismissed by the president on the 5th of May 2017, allegedly due to non-performance.

Here at XXX Village, we do not have any job descriptions or KRAs. The president terminated my employment because I conducted two training sessions with a batch size of 40 instead of the expected 25. Additionally, I made the mistake of wearing white socks instead of black on one occasion. Within just 7 days, I was expected to acquire in-depth knowledge of all 5 major departments and understand their timelines, which I failed to do. These were the grounds for my dismissal.

I was not provided with my appointment letter either. Now, I have a son and a wife to support. How can I survive without compensation, especially at this crucial stage of my career where I have been unfairly treated? I find myself in a situation where I may have to halt working.

I am considering reaching out to the Prime Minister's Office and using social media to address my grievances. Please advise me on how to proceed.

Thank you.

Based on the information provided, it appears that there are several concerning aspects regarding your dismissal that may warrant further investigation. Here are some steps you can consider taking to address your situation:

1. Review Labor Laws: In India, labor laws protect employees from unfair dismissal. You may want to refer to the Industrial Employment (Standing Orders) Act, 1946, and the Industrial Disputes Act, 1947, which outline the procedures for termination and provide safeguards for employees.

2. Seek Legal Advice: Consider consulting with a labor lawyer to understand your rights and options in this situation. They can provide you with guidance on how to proceed legally and protect your interests.

3. Document Everything: Keep records of all communication, including emails, messages, and any documentation related to your employment, such as offer letters or performance evaluations. This information may be crucial in building your case.

4. Address Lack of Job Description: The absence of clear job descriptions or Key Result Areas (KRAs) can make it challenging to assess performance fairly. Request for a formal job description outlining your roles and responsibilities from your employer.

5. Request for Compensation: Since you were not provided with an appointment letter and were terminated without due process, you may be entitled to compensation. Approach your employer formally requesting compensation for the unfair dismissal.

6. Explore Grievance Redressal Mechanisms: Before escalating the matter to higher authorities like the Prime Minister's Office or social media, consider utilizing internal grievance redressal mechanisms within the company, if available.

7. Maintain Professionalism: While it's understandable to feel aggrieved, maintain a professional demeanor in all your interactions. Clear communication and a composed approach can help in resolving the issue more effectively.

8. Consider Alternative Employment: In the interim, explore potential job opportunities that align with your skills and experience to ensure financial stability for yourself and your family.

Remember, it's essential to approach this situation strategically and seek appropriate guidance to navigate through the legal complexities involved in cases of unfair dismissal.