In the context of India, when a company fails to conduct onboarding after issuing an offer letter, it can indeed raise concerns for the candidate. Here are steps you can take to address this issue:
Understanding the Legal Perspective
- Refer to the terms and conditions specified in the offer letter regarding onboarding processes and timelines.
- Familiarize yourself with labor laws in India, such as the Industrial Employment (Standing Orders) Act, 1946, to understand your rights as an employee.
Initiating Communication
- Reach out to the HR department or the contact person mentioned in your offer letter to inquire about the onboarding process.
- Clearly and professionally express your concerns regarding the delay in onboarding and seek clarification on the next steps.
Documenting Evidence
- Keep records of all communication with the company, including emails, messages, and any other correspondence related to the onboarding process.
- Note down dates, times, and details of conversations to support your case, if needed.
Seeking Resolution
- Request a specific timeline for the onboarding process and express your willingness to cooperate while expecting the company to fulfill its commitments.
- If there is no satisfactory response or resolution, consider escalating the matter within the organization to higher authorities or legal departments.
Exploring Legal Options
- Consult with a legal advisor or seek guidance from relevant authorities if the company continues to neglect the onboarding process despite your efforts to address the issue internally.
- Be prepared to take legal action, if necessary, based on the provisions of labor laws in India.
By following these steps, you can assert your rights as an employee and address the situation where a company fails to conduct onboarding after issuing an offer letter. Remember to maintain professionalism and document all interactions for reference and potential legal recourse.