My Infosys credentials were disabled on September 14th, which was also supposed to be my Last Working Day (LWD), as I failed to respond to a Show Cause Notice (SCN) within the specified time. The next day, E-separation was initiated, indicating that I had given consent to it.
On September 15th, I received an email from corp.employeerelations stating, "This is regarding your separation from Infosys subsequent to a disciplinary proceeding due to an act of insubordination."
I was unable to work from the office (WFO) due to my circumstances. My father is suffering from health issues that require my constant supervision and support. He has diffuse axonal injury and underwent a Total Hip Replacement surgery after a fall last year. As the only son and breadwinner of my family, I did my best to support them.
In July, I contacted the Infosys helpdesk for guidance on attendance reporting since I couldn't mark 5 days as Work From Home (WFH). I was advised to mark two days as WFH, regularize the rest as "status unknown," and get it approved by my manager. The aim was to balance work and family responsibilities until I could return to WFO or had no other choice. Despite my manager being aware of my WFH situation, there was no communication before approving the separation, and neither my Unit HR reached out.
Unfortunately, my communication broke down, leading to the missed SCN and the disabling of my credentials. I've tried contacting my DM and HR through calls, emails, and texts, but they haven't responded. I request Infosys to investigate, reassess, and revoke the E-Separation.
What can be done? Please assist me during this uncertain time. Thank you!
From India, Aurangabad
Acknowledge(0)
Amend(0)
On September 15th, I received an email from corp.employeerelations stating, "This is regarding your separation from Infosys subsequent to a disciplinary proceeding due to an act of insubordination."
I was unable to work from the office (WFO) due to my circumstances. My father is suffering from health issues that require my constant supervision and support. He has diffuse axonal injury and underwent a Total Hip Replacement surgery after a fall last year. As the only son and breadwinner of my family, I did my best to support them.
In July, I contacted the Infosys helpdesk for guidance on attendance reporting since I couldn't mark 5 days as Work From Home (WFH). I was advised to mark two days as WFH, regularize the rest as "status unknown," and get it approved by my manager. The aim was to balance work and family responsibilities until I could return to WFO or had no other choice. Despite my manager being aware of my WFH situation, there was no communication before approving the separation, and neither my Unit HR reached out.
Unfortunately, my communication broke down, leading to the missed SCN and the disabling of my credentials. I've tried contacting my DM and HR through calls, emails, and texts, but they haven't responded. I request Infosys to investigate, reassess, and revoke the E-Separation.
What can be done? Please assist me during this uncertain time. Thank you!
From India, Aurangabad
Acknowledge(0)Amend(0)
None of us work for Infosys, so we are not in a position to help you. This is a situation that only you can work out with Infosys.
You can want Infosys to investigate this matter as much as you like, but at the end of the day, that is up to Infosys, no one else. They make the decisions regarding how they run their business - NO ONE ELSE.
You may need to seek help from the Labour office or legal advice.
From Australia, Melbourne
Acknowledge(0)Amend(0)
702You can want Infosys to investigate this matter as much as you like, but at the end of the day, that is up to Infosys, no one else. They make the decisions regarding how they run their business - NO ONE ELSE.
You may need to seek help from the Labour office or legal advice.
From Australia, Melbourne
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Employee Relations.ppt
Project On Employee Relations.doc
Case study - HR and technology for better Employee relations.pdf