One employee resigned from her position as Project Manager (promotion letter already given) - a promotional role assigned to her just two months ago. After her resignation, management issued a demotion letter and has not responded to her email. Instead, they reinstated her previous position as Team Lead and requested that she submit another resignation email for that role. Is management's approach correct?
From India, Kolkata
From India, Kolkata
Dear Riya Saha,
When the authorities promote an employee to the next higher level or the managerial level, it is recognition of the employee's competence to hold the senior position. However, as the employee resigned just two months after her promotion, the authorities considered she belied the trust they reposed in her. They thought that she used her higher designation as a bargaining chip with the future employer. To prevent her from capitalising on her promotion, they demoted her.
Possibly it is a signal to other employees on what could be in store for them should they resign immediately after their promotion.
The management's actions smack of their jealousy and also show their immaturity. However, the matter is out of the purview of the labour laws. They have used their discretionary power. Therefore, there is no option other than reconciling with their decision and quitting the employment amicably.
Thanks,
Dinesh Divekar
From India, Bangalore
7910When the authorities promote an employee to the next higher level or the managerial level, it is recognition of the employee's competence to hold the senior position. However, as the employee resigned just two months after her promotion, the authorities considered she belied the trust they reposed in her. They thought that she used her higher designation as a bargaining chip with the future employer. To prevent her from capitalising on her promotion, they demoted her.
Possibly it is a signal to other employees on what could be in store for them should they resign immediately after their promotion.
The management's actions smack of their jealousy and also show their immaturity. However, the matter is out of the purview of the labour laws. They have used their discretionary power. Therefore, there is no option other than reconciling with their decision and quitting the employment amicably.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Riya
Taking into consideration the following facts :-
1. Employee resigned from the post of Project Manager.
2. Management decided to demote the employee post resignation
3. Management is asking the employee to submit a new resignation letter.
As the employee has resigned when he/she was holding the position of Project Manager, there is no reason for Management to ask for a new resignation letter.
Retaliation by management after the employee has resigned does not appear to be professional
Legally the employee is stating the fact in the resignation letter and there is nothing the management can do about it.
From India, Mumbai
Taking into consideration the following facts :-
1. Employee resigned from the post of Project Manager.
2. Management decided to demote the employee post resignation
3. Management is asking the employee to submit a new resignation letter.
As the employee has resigned when he/she was holding the position of Project Manager, there is no reason for Management to ask for a new resignation letter.
Retaliation by management after the employee has resigned does not appear to be professional
Legally the employee is stating the fact in the resignation letter and there is nothing the management can do about it.
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In. When a new query arises, we tap into our engaged community - sending emails to members who have contributed to similar topics - to gather valuable insights. Additionally, our extensive repository of previously answered questions ensures quick access to expert solutions.
Resignation Letter.jpg
Resignation cum relieving letter.doc