I work in Hyderabad in an MNC as a manager. I joined about 10 months ago, and since then, I have tried to improve the productivity of my team. However, this led to unhappiness among a few employees, and they complained of workplace harassment. Approximately two months after receiving the complaints, the company constituted an inquiry panel. This panel called me for two meetings of one hour each over a seven-day period and questioned me verbally about certain incidents where I got angry with team members. During the meeting, which felt like an interrogation, I was asked about certain allegations. I effectively proved some of them to be blatantly false, whereas other incidents were one-on-one, where I couldn't provide any evidence.
After these two meetings, I was called by HR to the office and was told that I was being asked to resign as the inquiry found misconduct applicable. I asked for a written copy of the complaints, which I wasn't provided. I also asked who the complainants were and who the team talked to for gathering evidence. I also requested to know what policies I have violated and needed that in writing. Still, nothing was given to me. HR refused to provide anything in writing and said I have a choice of resigning. If I resign on my own, they will ensure it looks like a formal resignation, and I will be given one month's notice pay as per the contract. HR refused to give me an alternate appeal procedure as well. I eventually resigned to safeguard my career.
Now my question is, did the company follow the right procedure in conducting the inquiry? As a manager, what options am I entitled to (since I don't fall in the workman category)? Can an organization terminate services abruptly without providing any written paperwork (chargesheet, show cause notice, etc.)? What are the next steps I should take to get justice?
Thank you in advance for any insights you can provide.
From India, Hyderabad
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After these two meetings, I was called by HR to the office and was told that I was being asked to resign as the inquiry found misconduct applicable. I asked for a written copy of the complaints, which I wasn't provided. I also asked who the complainants were and who the team talked to for gathering evidence. I also requested to know what policies I have violated and needed that in writing. Still, nothing was given to me. HR refused to provide anything in writing and said I have a choice of resigning. If I resign on my own, they will ensure it looks like a formal resignation, and I will be given one month's notice pay as per the contract. HR refused to give me an alternate appeal procedure as well. I eventually resigned to safeguard my career.
Now my question is, did the company follow the right procedure in conducting the inquiry? As a manager, what options am I entitled to (since I don't fall in the workman category)? Can an organization terminate services abruptly without providing any written paperwork (chargesheet, show cause notice, etc.)? What are the next steps I should take to get justice?
Thank you in advance for any insights you can provide.
From India, Hyderabad
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Kumaracme - thank you for your thoughts. However, I have read several articles here in this forum that enforced resignation can also be challenged as it is against principles of natural justice. Anyway, my question doesn't pertain to resignation; rather, it is focused on the validity of the process of conducting a misconduct inquiry.
From India, Hyderabad
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From India, Hyderabad
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Dear friend, Learned friend Mr. Kumar's observation seems appropriate to the context you originally explained. If an employer forces an employee to resign, it may be an attempt to circumvent the legal procedure of dismissal or to effect the separation smoothly and peacefully. Your stay in the company is for a short span of 10 months only, as you mentioned. Though your idea of improving the productivity of your team could not be found fault with, its kickback resulting in complaints against you by the same team might be indicative of your excess of enthusiasm or emotional outbursts. It could be your lack of understanding of the prevailing work culture in the organization or the individual capabilities of your team members which prompted you to expect effective results more quickly than normal. Anyway, it would not be out of place to mention that you failed to win the confidence of both your superior and subordinates. The efficacy of a manager basically depends on how effectively he communicates both upwards and downwards. Forget this bad episode and move ahead with confidence!
From India, Salem
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6108From India, Salem
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