Seeking Advice on Deputation Allowance Issue
I have over 8 years of experience working for my organization, and I have been at the client location for more than a year. Our HR policy clearly states that deputation allowances will be provided at the client location. However, everyone handling this client account is denying this by providing various excuses without any documentation or attempts to visit us. Instead, they have started paying us only 1/5th of the amount in the name of onsite allowance for the past 6 months. They now claim that accepting this reduced amount resolves the issue, despite our insistence on receiving the full amount.
Due to this unprofessional behavior, I have begun searching for a new job. I am concerned that they may tarnish my career with a negative mark. I am so frustrated that I no longer wish to stay with them or serve a notice period.
Kindly advise on what steps to take in this situation. Thank you.
Regards
From India, Mumbai
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I have over 8 years of experience working for my organization, and I have been at the client location for more than a year. Our HR policy clearly states that deputation allowances will be provided at the client location. However, everyone handling this client account is denying this by providing various excuses without any documentation or attempts to visit us. Instead, they have started paying us only 1/5th of the amount in the name of onsite allowance for the past 6 months. They now claim that accepting this reduced amount resolves the issue, despite our insistence on receiving the full amount.
Due to this unprofessional behavior, I have begun searching for a new job. I am concerned that they may tarnish my career with a negative mark. I am so frustrated that I no longer wish to stay with them or serve a notice period.
Kindly advise on what steps to take in this situation. Thank you.
Regards
From India, Mumbai
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The cause of your grievance is the underpayment or non-payment of the deputation allowance.
As of now, you have two options. The first one is to forego the deputation allowance and accept whatever you are paid. The second one is to escalate the matter to senior authorities. Follow either option rather than submitting a resignation in haste.
I recommend not linking the underpayment of the deputation allowance with your career. Yes, you may tender your resignation; however, it should be part of your career plan rather than out of frustration.
How many years have you worked in the current company? All eight years? Have you learned new technologies? What kind of projects are you working on? Will you be able to add value to the current project? Have you made your Career Development Plan (CDP)?
As mentioned above, you may submit an application for the payment of the deputation allowance as per the policy. Quote the proper paragraph number or clause number of the policy that makes you eligible to request it. If you do not have access to the policy, then ask for it. If HR is evasive in providing the policy, raise a grievance so that HR is compelled to show the actual policy.
If necessary, escalate the matter to the Managing Director.
Lastly, you have written, "Due to this unprofessional behavior, I have started searching for a new job but am scared that they might put a red mark on my career." Your worries are unfounded. You have not committed any misconduct. Asking for the deputation allowance cannot be considered misconduct. Therefore, focus on your job, maintain the quality of your work, lest unnecessary worrying may lead you into trouble.
All the best!
Regards, Dinesh Divekar
From India, Bangalore
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8072As of now, you have two options. The first one is to forego the deputation allowance and accept whatever you are paid. The second one is to escalate the matter to senior authorities. Follow either option rather than submitting a resignation in haste.
I recommend not linking the underpayment of the deputation allowance with your career. Yes, you may tender your resignation; however, it should be part of your career plan rather than out of frustration.
How many years have you worked in the current company? All eight years? Have you learned new technologies? What kind of projects are you working on? Will you be able to add value to the current project? Have you made your Career Development Plan (CDP)?
As mentioned above, you may submit an application for the payment of the deputation allowance as per the policy. Quote the proper paragraph number or clause number of the policy that makes you eligible to request it. If you do not have access to the policy, then ask for it. If HR is evasive in providing the policy, raise a grievance so that HR is compelled to show the actual policy.
If necessary, escalate the matter to the Managing Director.
Lastly, you have written, "Due to this unprofessional behavior, I have started searching for a new job but am scared that they might put a red mark on my career." Your worries are unfounded. You have not committed any misconduct. Asking for the deputation allowance cannot be considered misconduct. Therefore, focus on your job, maintain the quality of your work, lest unnecessary worrying may lead you into trouble.
All the best!
Regards, Dinesh Divekar
From India, Bangalore
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You basically have three options:
1. Accept the situation.
2. Request for the allowance at the highest level if nothing is done at lower levels.
3. Look around for another job.
Learned member Dinesh has adequately covered all points and calls for very little additions. Be bold and take up the matter in a polite fashion. If you are entitled to this payment, it should not be denied. It shows a poor attitude and ethics of the management.
From India, Pune
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1. Accept the situation.
2. Request for the allowance at the highest level if nothing is done at lower levels.
3. Look around for another job.
Learned member Dinesh has adequately covered all points and calls for very little additions. Be bold and take up the matter in a polite fashion. If you are entitled to this payment, it should not be denied. It shows a poor attitude and ethics of the management.
From India, Pune
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The issue was raised with the CXO and VP in CC, quoting the clauses of the policy. A one-sided discussion among themselves (including the director as per HR) led to only 1/5th of the amount being offered. We brought this to the client's notice. After that, one of my colleagues resigned by providing a 1-month notice period. He was ill-treated and absconded even after notifying, which was the real reason for concern at that time.
I have 3 years of experience with this organization, including handling payroll changes among group companies. I am working in a narrow field with niche skill sets, which intensifies my concerns.
Regards
From India, Mumbai
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I have 3 years of experience with this organization, including handling payroll changes among group companies. I am working in a narrow field with niche skill sets, which intensifies my concerns.
Regards
From India, Mumbai
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The company is avoiding making this payment. Level needs to be raised step by step to MD level. Put all figures and documents in question and let MD also fully understand the problem as seen from your end. You feel the payment is authorized; the company is now finding different angles to the issue. Press the matter discreetly. Also, start your quest for other jobs in quiet mode.
From India, Pune
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From India, Pune
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