thats a right way..personholding a ceo position will judge thing in a right manner.. just type your resignation with all reasons and send it to hr and ceo as well... try not to get terminated..submit your resignation...and take a copy of same into your personal mail as well...
From India, Delhi
77From India, Delhi
Dear Khushbu,
I suggest u to learn what u have experienced from it, And just start with a new company with a cheerful and don\'t mention anywhere that u have terminated, As politics is in every field just look into it and take the decision wisely.
Regards,
Harsha
From India
I suggest u to learn what u have experienced from it, And just start with a new company with a cheerful and don\'t mention anywhere that u have terminated, As politics is in every field just look into it and take the decision wisely.
Regards,
Harsha
From India
Dear Khusbhu,
First of all what is your level in the organisation? What was the necessity for you to discuss with CEO? what did you discuss? These are all areas you need to know when you are in orientation and if you have started your relationship with good note. No one in the management worth the salt will simply fire some one just because some new employee has broken the hierarchy or chain of command in the reporting. There must be some thing else.
You have said that you are fired. This is a loose term and can be used to suit to the needs and circumstances. What is your immediate superior's stand? You are in HR and you are supposed to know the basics of HR orientation.
If they have already decided and if your termination is expected you may put in the papers and resign. Come out. World is large. Do not repeat the mistake in your future and do not take on the company in legal forum. It is a fight which will spoil your career. You may get satisfied for nothing for short term. In the long run and in your career journey you will create unecessary issues.
Try not to take emotional decision. Step back for a day if you have not done so. If it is too late , resign. But introspect the f entire episode and come out with SWOT. You will find things are getting clearer as the days pass on.
All the best.
V. Rangarajan.
From India, Pune
First of all what is your level in the organisation? What was the necessity for you to discuss with CEO? what did you discuss? These are all areas you need to know when you are in orientation and if you have started your relationship with good note. No one in the management worth the salt will simply fire some one just because some new employee has broken the hierarchy or chain of command in the reporting. There must be some thing else.
You have said that you are fired. This is a loose term and can be used to suit to the needs and circumstances. What is your immediate superior's stand? You are in HR and you are supposed to know the basics of HR orientation.
If they have already decided and if your termination is expected you may put in the papers and resign. Come out. World is large. Do not repeat the mistake in your future and do not take on the company in legal forum. It is a fight which will spoil your career. You may get satisfied for nothing for short term. In the long run and in your career journey you will create unecessary issues.
Try not to take emotional decision. Step back for a day if you have not done so. If it is too late , resign. But introspect the f entire episode and come out with SWOT. You will find things are getting clearer as the days pass on.
All the best.
V. Rangarajan.
From India, Pune
Dear Khushbu,
I am failed to understand the reason you gave for you termination "because i have approached my CEO directly". This cannot be a reason to terminate any employee. For what reasons you approached your CEO. And if it is truly the reason of your termination then yes you can take legal action against the company. There are judgements of Supreme Court that even if you terminate any probationer due to any disciplinary action you need to conduct a proper enquiry. Which i guess must not have been conducted in your case.
However, if your services have been terminated due to lack of performance or unsatisfactory performance you would not be able to take any action against them, as they are well within their right to do so. Please refer to your termination letter as to what reason they have stated for your termination, and decide for yourself.
From India, New Delhi
I am failed to understand the reason you gave for you termination "because i have approached my CEO directly". This cannot be a reason to terminate any employee. For what reasons you approached your CEO. And if it is truly the reason of your termination then yes you can take legal action against the company. There are judgements of Supreme Court that even if you terminate any probationer due to any disciplinary action you need to conduct a proper enquiry. Which i guess must not have been conducted in your case.
However, if your services have been terminated due to lack of performance or unsatisfactory performance you would not be able to take any action against them, as they are well within their right to do so. Please refer to your termination letter as to what reason they have stated for your termination, and decide for yourself.
From India, New Delhi
Dear Khushbu,
I read your post and reply thereof by many members of the CiteHR.
Your post is not very clear, on one hand you have written that your company is going to terminate you and on the other hand you said you have been terminated without any reasons. So there is conflict of opinion on the subject by the readers also.
Now let us examine the problem from some other angle.
You joined the company just two months ago as Asstt. Manager HR there may be series of higher rank officers in your organization/company but it is not understood as to what prompted you to ignore all of them and to approach the CEO directly. Reason what so ever, but it is very clear you knowingly/Unknowingly break the system of liner management and invited the trouble yourself and now no one else can be held responsible for the same.
It would be just possible that your CEO might have not like the same and it may be his decision only for which you are blaming others.
When you have chosen to develop you career in HR you have to understand the managements’ Philosophy and its expectation too.
Some times what is visible not always correct and you yourself should examine the whole episode and evaluate your decision, no one else can help you. Rather I would suggest stop blaming to others without any valid reasons from the mail of you at least I could not find any reason which can be term as politics against you. My analyses may presently surprise you but with the passes of time you will understand it.
Now coming to your second query there is no way by which you can take any “disciplinary action” against the management. However, if the terms and conditions of your employment permit you for any benefit or claim you may act accordingly.
Instead of going for a battle with the management it is rightly suggested by some member that you should search for some better opportunity and learn from the past experience.
Pkjain
From India, Delhi
I read your post and reply thereof by many members of the CiteHR.
Your post is not very clear, on one hand you have written that your company is going to terminate you and on the other hand you said you have been terminated without any reasons. So there is conflict of opinion on the subject by the readers also.
Now let us examine the problem from some other angle.
You joined the company just two months ago as Asstt. Manager HR there may be series of higher rank officers in your organization/company but it is not understood as to what prompted you to ignore all of them and to approach the CEO directly. Reason what so ever, but it is very clear you knowingly/Unknowingly break the system of liner management and invited the trouble yourself and now no one else can be held responsible for the same.
It would be just possible that your CEO might have not like the same and it may be his decision only for which you are blaming others.
When you have chosen to develop you career in HR you have to understand the managements’ Philosophy and its expectation too.
Some times what is visible not always correct and you yourself should examine the whole episode and evaluate your decision, no one else can help you. Rather I would suggest stop blaming to others without any valid reasons from the mail of you at least I could not find any reason which can be term as politics against you. My analyses may presently surprise you but with the passes of time you will understand it.
Now coming to your second query there is no way by which you can take any “disciplinary action” against the management. However, if the terms and conditions of your employment permit you for any benefit or claim you may act accordingly.
Instead of going for a battle with the management it is rightly suggested by some member that you should search for some better opportunity and learn from the past experience.
Pkjain
From India, Delhi
Dear Friend,
As every one told above, it is practicaly wise to find some other job . But as far as legal position is concerned. No employee can ber terminated without assigning any valid reasons and fater finding that too only after conducting domestic enquiry and finding guilt on you.
But it may be noted that you being a person working in a managerial capacity , you will not come within the purview of the word Workman as defined under Indutrial Disputes Act ; since only a workman can seek remedy under Industrial Dipsutes Actment.
Hence your only remedy against your employer is to claim damages for their unlawful acts. It is pertinet to not e that a civuil court also got the authority to re-instatement but subject to the Contract entered by you with th eemployer.
So i suggest to file a suit claiming damages and try to obtain job in another company.
From India, Thiruvananthapuram
As every one told above, it is practicaly wise to find some other job . But as far as legal position is concerned. No employee can ber terminated without assigning any valid reasons and fater finding that too only after conducting domestic enquiry and finding guilt on you.
But it may be noted that you being a person working in a managerial capacity , you will not come within the purview of the word Workman as defined under Indutrial Disputes Act ; since only a workman can seek remedy under Industrial Dipsutes Actment.
Hence your only remedy against your employer is to claim damages for their unlawful acts. It is pertinet to not e that a civuil court also got the authority to re-instatement but subject to the Contract entered by you with th eemployer.
So i suggest to file a suit claiming damages and try to obtain job in another company.
From India, Thiruvananthapuram
Thanks to all who gave me their valuable time and suggestions.
and varun no its not written any where and it is said by my ED that for particular issue i need to call my CEO and what i did.i have done nothing from my side i have done only those thng which is said by my companies ED.
From India, Delhi
and varun no its not written any where and it is said by my ED that for particular issue i need to call my CEO and what i did.i have done nothing from my side i have done only those thng which is said by my companies ED.
From India, Delhi
In that scenario you write your complaint to the ED with a copy mark to the CEO attaching a copy of your termination. If the ED has asked you to approach the CEO, he will certainly help you in retaining you as you claim that you have not done anything wrong.
From India, Ahmadabad
From India, Ahmadabad
Dear You should take advice from a lawyer and solve your problem.your company will give one month notice before termination SURINDER SINGH Sr Exec HR & Personnel
From India, Gurgaon
From India, Gurgaon
The course of action available to you would depend entirely on your Appointment Letter - specifically wrt the Period of Probation and/or Notice defined therein.
Specifically, any Company has the right of termination - without Notice or Reason, in the Period of Probation, which is normally of 6 months in most Appointment Letters. If that's the case with you, you don't even have any legal grounds to proceed.
The biggest risk of any proceeding against the Company is that it may be reflected in your Relieving Letter, and as such will become a part of your permanent employment record - unless the rewards of any action are expected to be substantial, you're better of letting the matter go.
Hope this helps ....
Jayant Tewari
Out-Sourced CFO, Bangalore
From India, Bangalore
Specifically, any Company has the right of termination - without Notice or Reason, in the Period of Probation, which is normally of 6 months in most Appointment Letters. If that's the case with you, you don't even have any legal grounds to proceed.
The biggest risk of any proceeding against the Company is that it may be reflected in your Relieving Letter, and as such will become a part of your permanent employment record - unless the rewards of any action are expected to be substantial, you're better of letting the matter go.
Hope this helps ....
Jayant Tewari
Out-Sourced CFO, Bangalore
From India, Bangalore
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