Shreyu 22 April 2018
Kumar Doab (FIN) 22 April 2018
Do you have irrefutable evidence of having informed pregnancy in office to bosses, HR person, demand or resignation, Tgt vs performance record to refute reason for termination..downsizing and everything that you have posted or may like to post?
Did company communicate downsizing on record or can you establish IT?
Downs sizing may amount to retrenchment!
Kumar Doab (FIN) 22 April 2018
While posting such queries employee should post basic information!
What is this establishment; GOvt, private, Commercial, Industrial?
What is its nature of business say; IT, ITeS?
How many persons are employed in it?
What is your designation and nature of duties?
How many persons report to you?
Do you have any power to sanction leave/increment/appoint/terminate/appraise etc etc ?
You are in which state? Since how many months you are working? Are you under probation period or your service is confirmed in writing?
Do standing orders (model/certified) apply to establishment and your designation?
What is notice period as per appointment letter/offer letter and what was notice period tendered by you?
Was ever any stinker, memo, show cause notice on any misconduct issued to you?
Does the establishment have its appraisal system? Do you have copy of signed appraisal forms, matrix, KRA’s, performance date? How was your performance?
Are you a member of employee’s/trade unions?
Has the establishment issued/supplied, offer letter, appointment letter, salary slips of all months, PF number and a/c slips of all years, ESIC card, correct FnF statement, Form 16 as per correct FnF statement, acknowledgment and acceptance of notice of resignation/final resignation, acknowledgment of handover of charge, NOC/NDC……………?
You may revert to relevant points.
Name of company etc is not required so don’t post names etc .
Kumar Doab (FIN) 22 April 2018
So far CEO has only offered you to trade acceptance of resignation in lieu of termination order!
Isn’t IT?
You may confirm if any allegation of misconduct is leveled in termination order, other than performance issues as posted by you?
If yes, or even if NO ; does company agree to tender notice pay?
What is tentative date of delivery of pregnant woman employee?
Is IT possible to negotiate notice pay, some compensation, maternity benefits, clean reliving BGV and close the matter amicably?
Do you want to approach authorities in Labor Dept, courts, employee/unions ….?
What exactly is your intent and preference?
Have you got the considered opinion of Employee’s/trade union leaders and your own very able LOCAL senior counsel of unshakable repute and integrity specializing in Labor/service matters and well versed with LOCAL applicable rules/laws and having successful track record….and worth his/her salt …after showing all docs on record !
If yes, what is the considered opinion?
Shreyu 23 April 2018
Shreyu 23 April 2018
Shreyu 23 April 2018