I am Sandeep, working with one of the call centers in Kolkata. I was recruited by this company on August 6, 2014, as a Process Trainer. I trained three batches, all of whom successfully transitioned to the operations floor. In my fourth batch, there were almost ten trainees, and due to some process issues from the employer's end, the training stretched for over a month. Eventually, all trainees were released to the operations floor. On August 19, 2014, our company's Ops Manager terminated one of my ex-trainees who had moved to operations, based on how he spoke to the Team Leader (please note, this TL abuses his agents on the floor).
On the last Saturday, September 27, 2014, the Ops Manager terminated two more of my ex-trainees due to their irregular attendance. On the same day, another ex-trainee who was already on the operations floor approached the Ops Manager and expressed his desire to resign, citing the abusive language prevalent in the work environment, and he left. Additionally, on the same day, another ex-trainee currently in operations left the company without giving any prior notice.
Following these events, my Ops Manager accused me of influencing the ex-trainees to leave the company. I tried to explain that as I am still employed with the company, and they are no longer under my training, I have no influence over their decisions. However, she dismissed my explanation and threatened to terminate my employment. When I questioned the grounds for termination, specifically influencing others to leave, she hesitated and then mentioned that the company no longer required my services as there were no new training batches scheduled.
I am seeking advice on how to maximize my compensation in this situation. If necessary, I can have my ex-trainees serve as witnesses. I want to ensure that I am fairly compensated and prevent the company from jeopardizing anyone else's career in a similar manner.
Your assistance is greatly appreciated.
From India
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On the last Saturday, September 27, 2014, the Ops Manager terminated two more of my ex-trainees due to their irregular attendance. On the same day, another ex-trainee who was already on the operations floor approached the Ops Manager and expressed his desire to resign, citing the abusive language prevalent in the work environment, and he left. Additionally, on the same day, another ex-trainee currently in operations left the company without giving any prior notice.
Following these events, my Ops Manager accused me of influencing the ex-trainees to leave the company. I tried to explain that as I am still employed with the company, and they are no longer under my training, I have no influence over their decisions. However, she dismissed my explanation and threatened to terminate my employment. When I questioned the grounds for termination, specifically influencing others to leave, she hesitated and then mentioned that the company no longer required my services as there were no new training batches scheduled.
I am seeking advice on how to maximize my compensation in this situation. If necessary, I can have my ex-trainees serve as witnesses. I want to ensure that I am fairly compensated and prevent the company from jeopardizing anyone else's career in a similar manner.
Your assistance is greatly appreciated.
From India
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An organization may terminate an employee during the probation period due to poor performance. Please carefully check the clause written in the appointment letter. You will not receive any compensation except your balance salary. If you are a confirmed employee, then the organization should follow the termination policy.
Regards.
From India, Mumbai
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429Regards.
From India, Mumbai
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Hello As per their Termination clause its written that they will not even let me know the reason of Termination.
From India
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From India
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1. If they have mentioned some kind of clause, then that is not acceptable.
2. Employment Standing Orders Rule 13(1) clearly states about Termination of Employment (applicable in cases with more than 100 employees in the organization). For terminating the employment of a permanent workman, notice in writing shall be given either by the employer or the workman - one month's notice in the case of monthly-rated workmen and two weeks' notice in the case of other workmen. One month's or two weeks' pay, as the case may be, may be paid in lieu of notice.
From India, Mumbai
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2. Employment Standing Orders Rule 13(1) clearly states about Termination of Employment (applicable in cases with more than 100 employees in the organization). For terminating the employment of a permanent workman, notice in writing shall be given either by the employer or the workman - one month's notice in the case of monthly-rated workmen and two weeks' notice in the case of other workmen. One month's or two weeks' pay, as the case may be, may be paid in lieu of notice.
From India, Mumbai
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I request you to kindly see my original thread. That is exactly what happened. They assumed that I influenced my previous trainees to leave the company. While I was training my new batch one day, this Ops Manager called me and asked me why. Finally, she informed me that I am being terminated.
I also received an email from the company stating that as per their offer letter clause, the company is not liable to disclose the reason for termination if they terminate anyone.
It's been 45 days since I started working with this company. I have sent them a few emails requesting my release or termination letter mentioning the reason for it, but there has been no reply from them.
This is a small company with less than 100 employees. Some of my trainees were also terminated without reason, and the company says they won't pay any salary to them.
Kindly suggest what I can do in such cases.
From India
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I also received an email from the company stating that as per their offer letter clause, the company is not liable to disclose the reason for termination if they terminate anyone.
It's been 45 days since I started working with this company. I have sent them a few emails requesting my release or termination letter mentioning the reason for it, but there has been no reply from them.
This is a small company with less than 100 employees. Some of my trainees were also terminated without reason, and the company says they won't pay any salary to them.
Kindly suggest what I can do in such cases.
From India
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Termination from Employment.pdf
TERMINATION OF EMPLOYMENT.doc