HR Experts
Below is my experience with my employer. I have written the email below to the CEO, and the CEO acknowledged my email and confirmed he will revert to me next week after internal investigations. Though I was told my position is redundant, someone internally is taking my position, and to backfill the position of my successor, ASS (referred to in the email below) is transferring two Egyptians to Bangalore who have no knowledge of this product or technology. When this company is firing 40-50 people every month, is it worth hiring foreigners who have no specialized skills to Bangalore? Do we, a country of 1.3 billion people, lack these basic skills? Shouldn't the government protect Indians first before opening up jobs to foreigners? ASS mentioned in the email below is an Overseas Citizen of India (who was born and completed all studies in India - subsidized by the Government of India), went to the US after studies, renounced Indian citizenship. When he lost his job in the US, he came back to India and still presents himself as an American Citizen.
Coming to My Issue
I have sent the below email to the CEO of the company, which calls itself a best practices company; please provide constructive feedback. Is it worth following up on this incident with this company?
Dear Leaders,
My name is Mahesh M, and I have devoted a good 10 years of my life to the company XYZ/ABC, and most recently was working with XYZ/ABC as Director, Core Product until 31st May 2018.
I would like to draw your attention to how I was cheated and evicted from XYZ/ABC, which is not to the advantage of XYZ/ABC.
Timeline of Events
14th May: My (new) manager ASS called me for a first meeting and informed me that I should move to a global role reporting to the Chief of Staff - Ms. LAM.
18th May: ASS confirmed this movement (called from Orlando, US, and confirmed this in an email), and also stated that this had been agreed with LAM for an effective date of 1st June; hence asked me to transition my responsibilities to Ms. PR, Director of PM - Core.
30th May: Ms. PR hosted a meeting with me and my direct reports and informed all the people who participated in that meeting that Mahesh M is moving to a new role with the Chief of Staff for DEAF's organization and the team I managed will report to her. The entire organization knew I was taking a bigger role and moving into DEAF's org.
31st May: ASS skyped me from the HR area and asked me to come to the HR area. When I went to the meeting room in the HR area, he briefed me that I was made redundant. They gave me a bunch of papers and forced me to sign the papers that included my resignation letter. (After note: The company name, my date of joining, etc., are wrongly mentioned. This is a company recently merged with a few other companies.)
My Question to XYZ/ABC
As a best practice organization, does HR find these steps appropriate?
If so, how can Finastra employees have faith in the retail leadership (who say one thing and do quite another)?
I would appreciate a response and am interested in understanding the management viewpoint; many of my colleagues are concerned. They were told that I would be taking a senior role in DEAF Chief of Staff org, and they were shocked to see the email that announced my leaving from Finastra and were told that I was made redundant.
Most of my colleagues across all functions (Dev, QA, PM, CS, and GS) feel they are being unfairly targeted and humiliated by the leadership of my division.
From India, Bengaluru
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Below is my experience with my employer. I have written the email below to the CEO, and the CEO acknowledged my email and confirmed he will revert to me next week after internal investigations. Though I was told my position is redundant, someone internally is taking my position, and to backfill the position of my successor, ASS (referred to in the email below) is transferring two Egyptians to Bangalore who have no knowledge of this product or technology. When this company is firing 40-50 people every month, is it worth hiring foreigners who have no specialized skills to Bangalore? Do we, a country of 1.3 billion people, lack these basic skills? Shouldn't the government protect Indians first before opening up jobs to foreigners? ASS mentioned in the email below is an Overseas Citizen of India (who was born and completed all studies in India - subsidized by the Government of India), went to the US after studies, renounced Indian citizenship. When he lost his job in the US, he came back to India and still presents himself as an American Citizen.
Coming to My Issue
I have sent the below email to the CEO of the company, which calls itself a best practices company; please provide constructive feedback. Is it worth following up on this incident with this company?
Dear Leaders,
My name is Mahesh M, and I have devoted a good 10 years of my life to the company XYZ/ABC, and most recently was working with XYZ/ABC as Director, Core Product until 31st May 2018.
I would like to draw your attention to how I was cheated and evicted from XYZ/ABC, which is not to the advantage of XYZ/ABC.
Timeline of Events
14th May: My (new) manager ASS called me for a first meeting and informed me that I should move to a global role reporting to the Chief of Staff - Ms. LAM.
18th May: ASS confirmed this movement (called from Orlando, US, and confirmed this in an email), and also stated that this had been agreed with LAM for an effective date of 1st June; hence asked me to transition my responsibilities to Ms. PR, Director of PM - Core.
30th May: Ms. PR hosted a meeting with me and my direct reports and informed all the people who participated in that meeting that Mahesh M is moving to a new role with the Chief of Staff for DEAF's organization and the team I managed will report to her. The entire organization knew I was taking a bigger role and moving into DEAF's org.
31st May: ASS skyped me from the HR area and asked me to come to the HR area. When I went to the meeting room in the HR area, he briefed me that I was made redundant. They gave me a bunch of papers and forced me to sign the papers that included my resignation letter. (After note: The company name, my date of joining, etc., are wrongly mentioned. This is a company recently merged with a few other companies.)
My Question to XYZ/ABC
As a best practice organization, does HR find these steps appropriate?
If so, how can Finastra employees have faith in the retail leadership (who say one thing and do quite another)?
I would appreciate a response and am interested in understanding the management viewpoint; many of my colleagues are concerned. They were told that I would be taking a senior role in DEAF Chief of Staff org, and they were shocked to see the email that announced my leaving from Finastra and were told that I was made redundant.
Most of my colleagues across all functions (Dev, QA, PM, CS, and GS) feel they are being unfairly targeted and humiliated by the leadership of my division.
From India, Bengaluru
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Based on the details provided, it appears that there may have been discrepancies in the handling of your redundancy at XYZ/ABC. To address this situation effectively, consider the following steps:
1. Request a Meeting: Arrange a meeting with HR or senior management to discuss the sequence of events leading to your redundancy and seek clarification on the discrepancies in communication.
2. Document Everything: Keep a record of all communications, emails, and documents related to the discussions with your manager and HR regarding the role transition and subsequent redundancy.
3. Seek Legal Advice: If you believe your redundancy was unjust or mishandled, consult with a legal professional specializing in labor laws to understand your rights and explore potential legal recourse.
4. Employee Support: Encourage your colleagues who feel unfairly targeted to document their experiences and consider addressing these concerns collectively through formal channels within the organization.
5. Follow Up: Continuously follow up with the company regarding the investigation into your case and seek transparency on the decision-making process that led to your redundancy.
6. Stay Professional: Maintain a professional demeanor throughout the process to safeguard your reputation and ensure that your concerns are addressed objectively.
By taking these steps, you can navigate the situation effectively and seek clarity on the handling of your redundancy at XYZ/ABC.
From India, Gurugram
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541. Request a Meeting: Arrange a meeting with HR or senior management to discuss the sequence of events leading to your redundancy and seek clarification on the discrepancies in communication.
2. Document Everything: Keep a record of all communications, emails, and documents related to the discussions with your manager and HR regarding the role transition and subsequent redundancy.
3. Seek Legal Advice: If you believe your redundancy was unjust or mishandled, consult with a legal professional specializing in labor laws to understand your rights and explore potential legal recourse.
4. Employee Support: Encourage your colleagues who feel unfairly targeted to document their experiences and consider addressing these concerns collectively through formal channels within the organization.
5. Follow Up: Continuously follow up with the company regarding the investigation into your case and seek transparency on the decision-making process that led to your redundancy.
6. Stay Professional: Maintain a professional demeanor throughout the process to safeguard your reputation and ensure that your concerns are addressed objectively.
By taking these steps, you can navigate the situation effectively and seek clarity on the handling of your redundancy at XYZ/ABC.
From India, Gurugram
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