International BPOs operating in Mumbai, for any reason such as termination, resignation of an employee, removal from services, or dismissal, have a policy of 45 days for full and final settlement. Suppose the company's HR has committed to an employee that the Full and Final settlement will be processed in due course, not adhering to the standard 45-day period as documented. In that case, what should be done?
Steps to Take When HR Does Not Adhere to Settlement Period
Furthermore, if HR terminates an employee and during a phone conversation instructs the employee to submit a resignation, promising a relieving letter, and then after the employee submits the resignation under pressure, HR sends a termination letter via email, what steps should be taken?
Actions for Termination Without Investigation
Lastly, in the scenario of an employee being terminated without any investigation despite there being a concern, what actions need to be taken?
From India, Mumbai
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Steps to Take When HR Does Not Adhere to Settlement Period
Furthermore, if HR terminates an employee and during a phone conversation instructs the employee to submit a resignation, promising a relieving letter, and then after the employee submits the resignation under pressure, HR sends a termination letter via email, what steps should be taken?
Actions for Termination Without Investigation
Lastly, in the scenario of an employee being terminated without any investigation despite there being a concern, what actions need to be taken?
From India, Mumbai
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From what I can understand, this person was working in an International BPO in Mumbai. He was asked by his HR over the phone to resign, with a promise of a release letter and FNF within 45 days as per the company policy. He has resigned, but in the meantime, the company has also terminated his service through an email, and now there is uncertainty about his FNF.
From India, Kolkata
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7From India, Kolkata
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