Feeling Stuck After Streamlining Policies: Can I Use My Work to Protect My Job?

Hello Everyone,

I have joined a company that doesn't have registration in India. As an HR professional, they asked me to streamline the policies and other related documents. I have streamlined almost all the policies and processes. After three months of my joining, when I asked them for confirmation on my probation, they are not confirming that. Therefore, I have decided to resign because it appears that despite all the efforts in policies, documentation, and streamlining, they may ask me to leave. I believe it is necessary to resign as this is not a professional way to treat employees.

Please advise me on what steps I can take in this situation. Is there any legal recourse I can pursue using the policies I have created?

Ownership of Policies and Procedures

The policies and procedures you created are not licensed content. You should have prepared them as an employee for the employer as part of your duties and responsibilities. Therefore, you cannot prevent them from using the same.

Hi, Whatever you did is part of your work; the same is your role and responsibility as HR, and hence there is no copyright claim option. In fact, nowadays, most employers add a clause in the appointment order regarding employees assigning to the company the entire right, title, and interest in any intellectual property rights, which include patents, trademarks, copyrights, designs, and all improvements made as part of work. Moreover, whatever you streamlined, either policy or process, should be a replica of your previous company policies or downloaded online. So, it is better to ignore this, serve your notice period, and ensure proper relieving from the employer.

Dear Mahitha,

I'm sorry to hear about your situation. It sounds like you've put a lot of effort into streamlining the company's policies and processes, and it's disappointing that they have not confirmed your probation status after three months. It's understandable that you feel unsettled about the lack of confirmation and the potential lack of professionalism in the company's behavior.

As for legal recourse, I recommend seeking advice from a legal professional who specializes in labor law, as they will be able to provide you with specific guidance based on the policies you have created and the laws applicable to your situation. It's important to ensure that your actions are in line with the relevant legal framework. I hope you are able to find a resolution that aligns with your professional well-being.

Thanks