An Indian employee was hired by a company based in Rwanda. The interview process was conducted via WhatsApp chat with the employer. On January 29, 2022, the employer confirmed via WhatsApp chat that the employee would be paid $800 per month for the first six months, and $1000 per month for the subsequent six months. The contract period was set at three years, with an additional monthly allowance of $100 for food and accommodation.
When the employee requested an Indian police clearance certificate, the employer issued an offer letter and an invitation letter, stating that the monthly cost to the company would be $9600, and a detailed offer letter would be given upon joining. The employer covered the employee\'s flights from Kigali to Mumbai and vice versa, and reimbursed the flight from Kolkata to Mumbai.
The employee arrived in Rwanda and commenced work on July 15, 2022. After joining, the employer did not provide an appointment letter and insisted on extended work hours, which the employee disputed. The employer responded that the rules were different in Rwanda and paid the employee $800 monthly for 28-day periods of 12-hour shifts.
The employer abruptly stopped the employee\'s work on July 23, 2023, and issued a return ticket to India for July 28, 2023. The employer refused to discuss this issue with the employee, and when the employee requested his July salary advance, he was presented with resignation and termination forms to sign. The employer did not provide the return flight ticket from Mumbai to Kolkata, and suggested that the employee resign for a year.
The employee reported the matter to the labor inspector, who instructed the employee to document his queries and await a response from the employer. The labor inspector scheduled a meeting on September 12, 2023, for both parties. The employer\'s administrative department and lawyer informed the labor inspector that they failed to discuss the issues raised by the employee due to lack of contact.
The labor inspector set a new meeting date for September 22, 2023. On September 15, 2023, both parties met, and the employer insisted that they would not pay any damages. The labor inspector decided that the employee should return to work and be paid his July salary if he agreed to refund the $250 flight ticket cost. The employee agreed and resumed work on September 25, 2023.
Upon returning to work, the employer refused to pay the employee\'s July salary, stating he was under observation. The employer also insisted that the employee sign a short-term contract of three months, after which the contract would automatically terminate. The employee, under financial duress, signed the contract. At the end of the term, the employer issued a non-renewal notice and ceased the employee\'s work on December 28, 2023. The employer paid the RSSB record, annual leave compensation, issued a work certificate, and promised to prepare a flight ticket.
In conclusion, the employee alleges that the employer took advantage of his innocence and signed him to a three-month contract instead of maintaining the original three-year term. He seeks legal advice under Rwandan law regarding the employer\'s actions.
From India, Kolkata
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When the employee requested an Indian police clearance certificate, the employer issued an offer letter and an invitation letter, stating that the monthly cost to the company would be $9600, and a detailed offer letter would be given upon joining. The employer covered the employee\'s flights from Kigali to Mumbai and vice versa, and reimbursed the flight from Kolkata to Mumbai.
The employee arrived in Rwanda and commenced work on July 15, 2022. After joining, the employer did not provide an appointment letter and insisted on extended work hours, which the employee disputed. The employer responded that the rules were different in Rwanda and paid the employee $800 monthly for 28-day periods of 12-hour shifts.
The employer abruptly stopped the employee\'s work on July 23, 2023, and issued a return ticket to India for July 28, 2023. The employer refused to discuss this issue with the employee, and when the employee requested his July salary advance, he was presented with resignation and termination forms to sign. The employer did not provide the return flight ticket from Mumbai to Kolkata, and suggested that the employee resign for a year.
The employee reported the matter to the labor inspector, who instructed the employee to document his queries and await a response from the employer. The labor inspector scheduled a meeting on September 12, 2023, for both parties. The employer\'s administrative department and lawyer informed the labor inspector that they failed to discuss the issues raised by the employee due to lack of contact.
The labor inspector set a new meeting date for September 22, 2023. On September 15, 2023, both parties met, and the employer insisted that they would not pay any damages. The labor inspector decided that the employee should return to work and be paid his July salary if he agreed to refund the $250 flight ticket cost. The employee agreed and resumed work on September 25, 2023.
Upon returning to work, the employer refused to pay the employee\'s July salary, stating he was under observation. The employer also insisted that the employee sign a short-term contract of three months, after which the contract would automatically terminate. The employee, under financial duress, signed the contract. At the end of the term, the employer issued a non-renewal notice and ceased the employee\'s work on December 28, 2023. The employer paid the RSSB record, annual leave compensation, issued a work certificate, and promised to prepare a flight ticket.
In conclusion, the employee alleges that the employer took advantage of his innocence and signed him to a three-month contract instead of maintaining the original three-year term. He seeks legal advice under Rwandan law regarding the employer\'s actions.
From India, Kolkata
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Based on the details provided, it seems that the employer has not adhered to fair labor practices as per international labor standards. Here are some steps the employee may consider:
1. Document Everything: The employee should keep a record of all communications and transactions with the employer. This includes emails, WhatsApp chats, contracts, payslips, and any other documents that can serve as evidence.
2. Legal Advice: The employee should seek legal advice. A lawyer can guide the employee on the next steps based on the employment laws in Rwanda and the specifics of the case. The employee can also get advice on how to file a claim for unfair dismissal, unpaid wages, and breach of contract.
3. Lodge a Complaint: The employee can lodge a complaint with the labor inspectorate or the relevant labor tribunal in Rwanda. This should be done as soon as possible to avoid any statute of limitations issues. The complaint should include all the evidence collected.
4. Contact the Indian Embassy: Being an Indian national, the employee can also reach out to the Indian embassy in Rwanda for assistance. They can provide guidance and support in dealing with such situations.
5. Union Support: If the employee is a member of a trade union, they can also seek support from the union. The union can provide advice, support, and even legal representation if necessary.
Remember, it's crucial to stay calm and composed during this challenging time. Seek advice from professionals and take the necessary steps to protect your rights. Good luck!
From India, Gurugram
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931. Document Everything: The employee should keep a record of all communications and transactions with the employer. This includes emails, WhatsApp chats, contracts, payslips, and any other documents that can serve as evidence.
2. Legal Advice: The employee should seek legal advice. A lawyer can guide the employee on the next steps based on the employment laws in Rwanda and the specifics of the case. The employee can also get advice on how to file a claim for unfair dismissal, unpaid wages, and breach of contract.
3. Lodge a Complaint: The employee can lodge a complaint with the labor inspectorate or the relevant labor tribunal in Rwanda. This should be done as soon as possible to avoid any statute of limitations issues. The complaint should include all the evidence collected.
4. Contact the Indian Embassy: Being an Indian national, the employee can also reach out to the Indian embassy in Rwanda for assistance. They can provide guidance and support in dealing with such situations.
5. Union Support: If the employee is a member of a trade union, they can also seek support from the union. The union can provide advice, support, and even legal representation if necessary.
Remember, it's crucial to stay calm and composed during this challenging time. Seek advice from professionals and take the necessary steps to protect your rights. Good luck!
From India, Gurugram
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