Employee Disciplinary Follow-Up: Fill & Download for Free

I'll see if I can't whip up a pie chart one of these days, but here are the most common calls I get as an HR Manager. My areas of focus are performance, employee relations, and organizational planning.In order of frequency (more or less):Misc interpersonal complaints about colleagues, managers, etc.Pay, pay practices, pay stubs, overtime calculation, holiday, etc. (many of these get forwarded to the payroll team)Performance management and disciplinary action, documentation, evaluation (from managers re: their employees)Strategic planning, succession, bench strength, organizational structure (from managers, division heads)Benefit and Retirement plan enrollment, questions (goes to the Benefits Analyst, who reports to me)Policy and practice questions - miscPaperwork, compliance reporting, other administrative items (goes to the HR Administrative Assistant, who reports to me)Leave of absence requests, questions, follow-up (goes to the Benefits Analyst, who reports to me)Job evaluation, job descriptions, new position development, career pathing (goes to the Comp Manager)Compensation, grading, COL differentials, bonus programs (goes to the Comp Manager)Training and development requests/inquiriesForgotten passwords, systems questions, other IT issuesBudget and data reporting (seasonal)Safety, hazard management, IIPPHarassment complaints (rare)Positive drug screens, policy violations, serious disciplinary issues (rare)Thanks for the A2A, Sed!

Depends on the materiality of the change. If it places the employee in a position that frustrates the disciplinary process, then it should not be done without the consent of the employee. If termination follows, the employee may have an arguable case for wrongful dismissal.

Recently following old news from Business Today catch my attention. And I am asking myself why top employees get terminate and get Severance Package but low level employees are forced to resign. Let try to understand various aspects of layoffs both from company and employee point of view.“I have tried to collect information from offline and online sources. I am able to connect with a top executive of IT company my husband’s friends circle. He also give some clarification. I am trying to give what I have comes to know.”Why do companies try to aviod direct termination but force employees to resign?Termination is very expensive to company : Every country has a set of legality for permanent employees termination. Company has to give right compensation to the terminated employees if the employee terminated due company's own issues. Often this compensation is too costly for company. Let me give you one example form cognizant.Two hundreds senior employees like VP, AVP etc were terminated in 2018 in single window. That cost company $35 millions or around Rs.250 crores. Though compensation of these low levels employees are relatively less but due to the layoffs number too high for low levels employees, as result the amount of compensation goes several hundreds millions dollars or many thousands crores rupees.10,00 to 12,000 employees will cost CTS billions of dollars. It significantly reduce company's profits. So companies want to save their money as ask employees to resign. So that company does not needs to give compensation.Legal cases are too much headache in case of termination : Though the culture to fight legally agaist company for illegal termination, yet not spread unlike western countries because of fear among employees. As result companies exploit employees as they like. In western countries employees fight agaist company if required. Do not surrendered without resistance and take their rights. Like below example.It also diminish company's reputation in job market. They find difficulties to get right candidates. Plus many legal battles end up costly affairs...Why do low levels employees resign under pressure from management?Resign in pressure is a common culture in India. Though things should not be like this. Let understand the various things of this under pressure resign.Termination is not bad for career: Low levels employees has a misconception that termination is bad for their career. Actually termination is not bad for career. It's the reason of termination is important.If a employee is terminated due to underperformance, misbehaving attitude, sexual harresment, disciplinary issues etc than company does not ask him for resign but terminate him. And in termination letter they mention the reason. In this case termination is very bad for career.If a employee is terminated due to company's own problems than company has to mention that reason also in termination letter. In this case termination is not bad for career. Because here the employee has not fault.So do not fear if you have no fault. Ask company to terminate you.Low performance in company index: Every company has performance rating. But in India this system is not transparent and faulty. Companies often use this mechanism to fire or force employees to resign. Employee fear that if they does not resign than company will terminate them and their career will be doomed.But if this low performance process is not fair than it can be challenge in court. Like a employee is Java expert but he is being pushed to AWS project without proper training. Then his performance will be down. This type of scenario can be challenge in court. Company also knows this. But employees does not understand it.Fear of backslash by company: Employees think if they do not resign than company will take revenge. Yes if employees refuse to resign under pressure than internal company can harsh employees. Their small mistakes will not be overlooked.But company also knows that revengious attitude can be backfire and put bad effects on other employees. Even though those small trouble is nothing in front of pain of to be jobless.Fear of give negative feedback in future company's background verification : Another misconception. Background verification is not like crime investigation. Agencies check the information people given in their CV is correct or not. Is there any case agaist him or not. About employees feedback, companies always mention their feedback in release letter. Why new company will need feedback again.? Another thing company cannot write anything negative in release letter.Because if it's challenged in court then it would backfire to the company. Ex Employee can claim career damage compensation and court will order for it, if company does not able to prove the reasons for negative feedback.Low level employees are always fearful but top level employees knows the process from inside. They are in industry for decades. They know their rights and how to take it. That's why they do not resign but ask for termination.Open your eyes Indian IT employees. Here in India companies are forcing employees to resign and USA they are offering separate packages.