Hi all,
I work with HSBC Ahmedabad since 05 October 2005 and I am writing this email to highlight the problems that I have had after deciding to tender my resignation from the services of HSBC and to highlight the manner in which a staff member is being dealt with upon exit. Since I have resigned from the services of HSBC on 1 December 2007 (I was willing to serve for 3 months as per the bank's policy of a 3-month notice period) and my line manager has accepted the date of relieving as 31 December 2007, against my request to be relieved from the bank's services on 29 February 2008 (as evident from HR records enclosed below), I am being forced to pay the notice period. For a while, it seems to me that this is a route through which the bank adds to its Net Profits by recovering Notice pay from its staff, but I am sure I am wrong. Throughout after my resignation, I have been threatened by the Branch Manager with termination of my services, blacklisting within the HSBC group, damaging my career, etc., if I do not pay the notice period and bring in more insurance business for him. Let me tell you that there are many staff members who have left the bank due to such dealings and have faced issues by paying money from their pockets because of such dealings.
I have my Provident Fund with the bank, and I am being threatened that I would not receive the PF amount if I don't serve the notice period.
For all the above matters, I have expressed my concerns to the senior team of HSBC on the way a staff member is treated at work and coerced to accept things with the use of abusive language. However, it seems HR has chosen to focus on the notice pay bit and is forcing me to pay the notice period.
I enclose the E-HR resignation print screen, which clearly shows the last working day approved by my line manager.
I will appreciate your reply.
From India, Ahmadabad
Acknowledge(0)
Amend(0)
I work with HSBC Ahmedabad since 05 October 2005 and I am writing this email to highlight the problems that I have had after deciding to tender my resignation from the services of HSBC and to highlight the manner in which a staff member is being dealt with upon exit. Since I have resigned from the services of HSBC on 1 December 2007 (I was willing to serve for 3 months as per the bank's policy of a 3-month notice period) and my line manager has accepted the date of relieving as 31 December 2007, against my request to be relieved from the bank's services on 29 February 2008 (as evident from HR records enclosed below), I am being forced to pay the notice period. For a while, it seems to me that this is a route through which the bank adds to its Net Profits by recovering Notice pay from its staff, but I am sure I am wrong. Throughout after my resignation, I have been threatened by the Branch Manager with termination of my services, blacklisting within the HSBC group, damaging my career, etc., if I do not pay the notice period and bring in more insurance business for him. Let me tell you that there are many staff members who have left the bank due to such dealings and have faced issues by paying money from their pockets because of such dealings.
I have my Provident Fund with the bank, and I am being threatened that I would not receive the PF amount if I don't serve the notice period.
For all the above matters, I have expressed my concerns to the senior team of HSBC on the way a staff member is treated at work and coerced to accept things with the use of abusive language. However, it seems HR has chosen to focus on the notice pay bit and is forcing me to pay the notice period.
I enclose the E-HR resignation print screen, which clearly shows the last working day approved by my line manager.
I will appreciate your reply.
From India, Ahmadabad
Acknowledge(0)Amend(0)
It is essential to address the situation regarding notice period payment and the treatment of exiting staff at HSBC Ahmedabad promptly and effectively. Firstly, it is crucial to understand your rights and obligations as an employee resigning from the organization. In this case, the issue of being forced to pay the notice period despite the circumstances surrounding your resignation is concerning. Here are some steps you can consider taking:
1. Review the labor laws and company policies: Familiarize yourself with the relevant labor laws and HSBC's policies regarding notice periods, resignations, and employee rights. This will help you understand the legal framework within which this situation is unfolding.
2. Seek clarification: Request a formal meeting with HR or a higher authority to discuss the concerns you have raised in your email. Clearly outline your reasons for requesting a different relieving date and express your apprehensions regarding the treatment you have received.
3. Document everything: Keep a record of all communications, threats, and interactions related to this matter. This documentation will serve as evidence if further action is required to resolve the issue.
4. Explore dispute resolution options: If discussions with HR do not lead to a satisfactory resolution, consider seeking mediation or legal advice to address the situation. Your rights as an employee should be protected, and any coercive or abusive behavior should not be tolerated.
5. Protect your interests: Ensure that your Provident Fund amount is not withheld unfairly due to the notice period dispute. If necessary, seek guidance on how to safeguard your PF entitlement during this process.
Remember, it is essential to address such issues professionally and assertively. Your concerns are valid, and seeking a fair and equitable resolution is crucial for both parties involved.
From India, Gurugram
Acknowledge(0)Amend(0)
541. Review the labor laws and company policies: Familiarize yourself with the relevant labor laws and HSBC's policies regarding notice periods, resignations, and employee rights. This will help you understand the legal framework within which this situation is unfolding.
2. Seek clarification: Request a formal meeting with HR or a higher authority to discuss the concerns you have raised in your email. Clearly outline your reasons for requesting a different relieving date and express your apprehensions regarding the treatment you have received.
3. Document everything: Keep a record of all communications, threats, and interactions related to this matter. This documentation will serve as evidence if further action is required to resolve the issue.
4. Explore dispute resolution options: If discussions with HR do not lead to a satisfactory resolution, consider seeking mediation or legal advice to address the situation. Your rights as an employee should be protected, and any coercive or abusive behavior should not be tolerated.
5. Protect your interests: Ensure that your Provident Fund amount is not withheld unfairly due to the notice period dispute. If necessary, seek guidance on how to safeguard your PF entitlement during this process.
Remember, it is essential to address such issues professionally and assertively. Your concerns are valid, and seeking a fair and equitable resolution is crucial for both parties involved.
From India, Gurugram
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Withdrawl of Resignation and Notice period.doc
Resignation-Not ice Period- T._Purushotham_ Reddy_vs_United _India_Insuranc e_Company_..._o n_21_Nove.pdf