Hi, I am a 26-year-old lady working in the IT field for the last 4 years. It has been around 11 months in my present company. Being pregnant last month, I took 1 week's leave due to some complications. Since I was taking this much leave, I told my manager about my complications and also informed him that I had been advised not to take any stress and that I may have to take some 1-2 day leaves whenever required. I also requested him to assign me work that does not involve any strict deadlines. He was very understanding and asked me to go on loss of pay leave for 2-3 months. However, I only took one week's leave and returned to work since it was only the 4th month, and I needed leaves later on.
After I rejoined after one week, he informed me that my performance was not found to be satisfactory and that I needed to undergo a performance improvement program for 3 months, with no possibility of extension if I take leaves in between. Since then, he has been very rude to me. They have also found a replacement for me. I feel they want me to resign due to stress. What can I do? Please advise on how to deal with this mental harassment.
From India, Bangalore
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After I rejoined after one week, he informed me that my performance was not found to be satisfactory and that I needed to undergo a performance improvement program for 3 months, with no possibility of extension if I take leaves in between. Since then, he has been very rude to me. They have also found a replacement for me. I feel they want me to resign due to stress. What can I do? Please advise on how to deal with this mental harassment.
From India, Bangalore
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Evaluating Workplace Relationships and Performance
Even after working there for 4 years, didn't you establish a good relationship? How was your performance level before your pregnancy? How suddenly did your performance dip and invite the wrath of the boss? I think there is something wrong on your side that you need to introspect.
Regards,
Pon
From India, Lucknow
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616Even after working there for 4 years, didn't you establish a good relationship? How was your performance level before your pregnancy? How suddenly did your performance dip and invite the wrath of the boss? I think there is something wrong on your side that you need to introspect.
Regards,
Pon
From India, Lucknow
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Understanding the Context Before Commenting
Dimpy123 has been in the company for only 11 months; the previous 4 years were with a different firm. Hence, it is wise for all of us to read and digest a post before passing critical comments. Such a step is required to avoid generating heat instead of shedding light on the issue. Have a nice day.
Simhan
From United Kingdom
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Dimpy123 has been in the company for only 11 months; the previous 4 years were with a different firm. Hence, it is wise for all of us to read and digest a post before passing critical comments. Such a step is required to avoid generating heat instead of shedding light on the issue. Have a nice day.
Simhan
From United Kingdom
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Hi Dimpy,
First of all, congrats!
Talk to your boss personally and explain to him. If he understands and agrees with you, then okay. Otherwise, you may have to quit the job. If they are forcing you to leave the job, then don't worry or take any tension because your health is very important than the job. The way you behave or think will directly affect your child. Many jobs will come and go, but your life and your family are very important, so take a lot of care.
Keep all your tensions aside. This is the time you have to be happy and in a good mood. Always think positive because whatever you do will affect your child. If you want a good and healthy child, you may have to sacrifice a few things. Nothing is greater than your life and your kid's.
Have a great day.
Regards,
Ruth
HR Manager
From India, Mangaluru
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First of all, congrats!
Talk to your boss personally and explain to him. If he understands and agrees with you, then okay. Otherwise, you may have to quit the job. If they are forcing you to leave the job, then don't worry or take any tension because your health is very important than the job. The way you behave or think will directly affect your child. Many jobs will come and go, but your life and your family are very important, so take a lot of care.
Keep all your tensions aside. This is the time you have to be happy and in a good mood. Always think positive because whatever you do will affect your child. If you want a good and healthy child, you may have to sacrifice a few things. Nothing is greater than your life and your kid's.
Have a great day.
Regards,
Ruth
HR Manager
From India, Mangaluru
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Hello dimpy123,
There are 2 sides to every coin in the current context: your situation. Please bear in mind that there's NOTHING RIGHT OR WRONG about any side you take or follow since this ISN'T a right or wrong issue at all. It's MORE TO DO with what suits YOUR CURRENT situation.
Before addressing the issue, please note that your manager HAS NOT found anything wrong in your performance; he, in all probability, may have received instructions from the top to terminate your services. Why? Because the company wants to save on the Maternity Leave Salary, as well as the associated workload sharing with others while you are on ML. I would say, a bit of long-term thinking, albeit in the wrong/improper direction. [Please refer to earlier threads in CiteHR regarding this issue, and you will understand what I mean]. However, this would also depend on the size of your company. If it's a small one, FROM THEIR PERSPECTIVE, they may be correct from the financial burden angle.
Regarding your situation, one way is to take and follow what Ruth mentioned, especially if your doctor advises you to do so, which depends on HER reading of your overall medical condition UNTIL the delivery. However, this also depends on your financial situation, whether you can afford to be without a job until your child grows reasonably, only then you can join another job. [If you think you can join elsewhere right now, please note that not many companies hire someone who is expecting].
Another way is to fight it out smoothly and according to the law, especially if you need the salary. Here, sansin.2007's suggestion would fit well; you can transfer your stress to the NGO, who can address the issue on your behalf. However, please note that this step would depend a lot on the support you have within your family. If not, it may not really work out well; in all probability, you would be INCREASING your stress rather than reducing it by taking this route.
All the Best.
Regards,
TS
From India, Hyderabad
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There are 2 sides to every coin in the current context: your situation. Please bear in mind that there's NOTHING RIGHT OR WRONG about any side you take or follow since this ISN'T a right or wrong issue at all. It's MORE TO DO with what suits YOUR CURRENT situation.
Before addressing the issue, please note that your manager HAS NOT found anything wrong in your performance; he, in all probability, may have received instructions from the top to terminate your services. Why? Because the company wants to save on the Maternity Leave Salary, as well as the associated workload sharing with others while you are on ML. I would say, a bit of long-term thinking, albeit in the wrong/improper direction. [Please refer to earlier threads in CiteHR regarding this issue, and you will understand what I mean]. However, this would also depend on the size of your company. If it's a small one, FROM THEIR PERSPECTIVE, they may be correct from the financial burden angle.
Regarding your situation, one way is to take and follow what Ruth mentioned, especially if your doctor advises you to do so, which depends on HER reading of your overall medical condition UNTIL the delivery. However, this also depends on your financial situation, whether you can afford to be without a job until your child grows reasonably, only then you can join another job. [If you think you can join elsewhere right now, please note that not many companies hire someone who is expecting].
Another way is to fight it out smoothly and according to the law, especially if you need the salary. Here, sansin.2007's suggestion would fit well; you can transfer your stress to the NGO, who can address the issue on your behalf. However, please note that this step would depend a lot on the support you have within your family. If not, it may not really work out well; in all probability, you would be INCREASING your stress rather than reducing it by taking this route.
All the Best.
Regards,
TS
From India, Hyderabad
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Dear Dimpy, Better you quit a job and take care of your health. In this time, you must give importance to health and little baby. Have a stress free life.
From India, Madras
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From India, Madras
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Legal Recourse for Mental Harassment
For mental harassment, an employer can be sued even after leaving the company within a 3-year period.
Understanding PIP and Management Pressure
PIP can be considered a normal maintenance exercise from management. However, management can exert pressure to resign. As an employee, always resist forced resignation and seek support from the legal team, trade union, or labor office for a better resolution.
Ramesha's Landmark Case for PIP Revoking
The reason cited was his unsatisfactory performance and lack of improvement despite counseling. Ramesha contested his termination, with his counsel arguing that the company had not provided any explanation, issued a charge memo, or conducted an inquiry before the termination order.
Advice on Resignation
Don't resign without having an offer in hand or financial backup.
VoIP IT Union Contact Information
[Phone Number Removed For Privacy-Reasons]
[Email Removed For Privacy Reasons]
Court Orders HCL to Reinstate Sacked Employee
The trouble started on January 22, 2013.
Read more at: http://timesofindia.indiatimes.com/a...campaign=cppst
From India, Chennai
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For mental harassment, an employer can be sued even after leaving the company within a 3-year period.
Understanding PIP and Management Pressure
PIP can be considered a normal maintenance exercise from management. However, management can exert pressure to resign. As an employee, always resist forced resignation and seek support from the legal team, trade union, or labor office for a better resolution.
Ramesha's Landmark Case for PIP Revoking
The reason cited was his unsatisfactory performance and lack of improvement despite counseling. Ramesha contested his termination, with his counsel arguing that the company had not provided any explanation, issued a charge memo, or conducted an inquiry before the termination order.
Advice on Resignation
Don't resign without having an offer in hand or financial backup.
VoIP IT Union Contact Information
[Phone Number Removed For Privacy-Reasons]
[Email Removed For Privacy Reasons]
Court Orders HCL to Reinstate Sacked Employee
The trouble started on January 22, 2013.
Read more at: http://timesofindia.indiatimes.com/a...campaign=cppst
From India, Chennai
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Performance Improvement Plan.doc