Confused About My Job Termination: Was It a Ramp-Down or Performance Issue? What Should I Do?

My friend and I have been removed from the office with the explanation that it's a ramp-down. I heard that the company has to pay compensation if there is a ramp-down for the employees who have been removed. I asked the same question to my manager, and suddenly, he said we are not being removed based on a ramp-down. We have been removed based on our performance, but our performance was good. Even if our performance was not good, I asked my manager how they could remove us without any prior warnings—first warning, second warning, or any training. I think if the performance is low, the company has to give a warning to the employee.

Some HR representatives of the same company are saying it's a ramp-down, while others say it's a performance issue. Please help me understand what I should do if they claim it's a ramp-down or if it's a performance-based removal.

The real issue: Ramp-down vs. performance

The real issue is the ramp-down (decrease in core activity), but the attempt to show it as related to performance is only to divert attention from reality. In case there were performance issues, was there any communication, written or oral, to this effect? If there are any appreciations, rewards, or recognitions being given in this period, it proves to the contrary.

It does not appear that the issue will be amicably resolved through talks, so be prepared to take it up legally. You may lodge a formal protest with the Labour Officer of the local area and meet the authority concerned to seek their intervention.

Syed Sahil has not mentioned under which role he and his friend have been working. If they have been working as workmen (not necessarily designated as workmen but may have a fancy designation without any managerial powers), they cannot be asked to go for a ramp-down (thanks, Syed, for using the word; this is a new term for me, and thank you KK Nair for clarifying it as redundancy). In such a scenario, the provisions of the Industrial Disputes Act will apply, and it should be the last employee who joined the particular department who should be asked to go first, without any indicator like performance.

Yes, if you have been working as managers, with powers to supervise others, sanction leaves, initiate disciplinary action against others, or appraise their performance, then the management can ask you to go by giving notice as required, whether it is due to a performance issue or redundancy.