Termination on No-Show after Maternity Leave

Can you challenge your employer at the Court of law if you were terminated for no-show ? How do you communicate when you don’t turn up at office? Do you document it for a future reference? At what point do you inform your employer, during the no-show or after it ? Not every termination on no-show can be tested, as the Employee Agreement includes the clause for attendance, which is signed and accepted by the employees. Further more to make the case stronger, every employer adds ’employment at will’ clause. However, if there is a marked defect in the communication

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What happens when an Open-Door meeting goes wrong?

“I was a top performer till I used the Open-Door. Things went nasty, so I had to resign. My managers didn’t accept my resignation and I was unethically pushed to sign Performance Development Plan. This was done to cover-up my resignation. I was then fired for non-performance. This have affected my career and my dignity. Please help me.” Open-Door breathes life to organisations where frictions between the machinery can derail it . However, what happens when the practise meets scared leaders who cannot face the sun ? Building trust with a capability of accepting every error no matter what ever

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Ignorance is Not Bliss

Yes, the famous quote which is a fraction of the poem does not say so, the one who created  has something else in his mind for sure or he may not be an employee in today’s organisation, where you just cannot afford to be oblivious of certain things which has its own implications on our professional lives and sometimes personal too. Ignoring a work problem doesn’t make it go away any more than turning off the TV lowers the murder rate. How many times we have over looked problems related to our subordinates, be it their behavior and attitude, work related problems

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Sense and Sensibility: In case of termination

Non performance, disciplinary issues, company in loss, behavioral issues or just ‘want to get rid of someone’…terminating employees has become a trend in the companies, as the patience level goes down, the rate of termination goes high. And sometimes, no matter how afraid we get of  terminating an employee, even when it is an absolute requirement, we pass the buck by saying lets give them a chance…but understanding when and where to give a fair chance is a complicated method, although we all work on our instincts, still it is a matter of someone’s career or may be their bread

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