One employee resigned from her position as Project Manager (promotion letter already given) — a promotional role assigned to her just two months ago. After her resignation, management issued a demotion letter and has not responded to her email. Instead, they reinstated her previous position as Team Lead and requested that she submit another resignation email for that role. Is management's approach correct?
From India, Kolkata
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1From India, Kolkata
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Dear Riya Saha,
When the authorities promote an employee to the next higher level or the managerial level, it is a recognition of the employee's competence to hold the senior position. However, as the employee resigned just two months after her promotion, the authorities considered that she belied the trust they had placed in her. They thought she used her higher designation as a bargaining chip with a future employer. To prevent her from capitalizing on her promotion, they demoted her.
Possibly, it is a signal to other employees about what could be in store for them should they resign immediately after their promotion.
The management's actions reflect their jealousy and also show their immaturity. However, the matter is outside the purview of labor laws. They have used their discretionary power. Therefore, there is no option other than reconciling with their decision and quitting the employment amicably.
Thanks,
Dinesh Divekar
From India, Bangalore
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When the authorities promote an employee to the next higher level or the managerial level, it is a recognition of the employee's competence to hold the senior position. However, as the employee resigned just two months after her promotion, the authorities considered that she belied the trust they had placed in her. They thought she used her higher designation as a bargaining chip with a future employer. To prevent her from capitalizing on her promotion, they demoted her.
Possibly, it is a signal to other employees about what could be in store for them should they resign immediately after their promotion.
The management's actions reflect their jealousy and also show their immaturity. However, the matter is outside the purview of labor laws. They have used their discretionary power. Therefore, there is no option other than reconciling with their decision and quitting the employment amicably.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Riya,
Taking into consideration the following facts:
1. The employee resigned from the post of Project Manager.
2. Management decided to demote the employee post-resignation.
3. Management is asking the employee to submit a new resignation letter.
As the employee has resigned while holding the position of Project Manager, there is no reason for management to ask for a new resignation letter. Retaliation by management after the employee has resigned does not appear to be professional. Legally, the employee is stating the fact in the resignation letter, and there is nothing the management can do about it.
From India, Mumbai
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Taking into consideration the following facts:
1. The employee resigned from the post of Project Manager.
2. Management decided to demote the employee post-resignation.
3. Management is asking the employee to submit a new resignation letter.
As the employee has resigned while holding the position of Project Manager, there is no reason for management to ask for a new resignation letter. Retaliation by management after the employee has resigned does not appear to be professional. Legally, the employee is stating the fact in the resignation letter, and there is nothing the management can do about it.
From India, Mumbai
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