Unfair treatment by Manager in IT Product organization

Dear Client,

Preserve all appreciation emails, performance reviews, and a dated log of the unevidenced criticism and public humiliation. Address in writing to the PIP, contesting the allegations one by one based on your track record and ask for objective and measurable criteria as opposed to unsubstantiated claims. Formal complaint to the Ethics Committee and intimation to skip- Level management or even the Global Ethics Hotline on the issues of bullying and harassment since that will generate a written record independent of your manager and HR department.

Section 47 of Telangana Shops and Establishment Act, 1988 which mandates either notice or compensation before termination is not applicable to employees in a managerial position above a notified wage level, therefore, whether it is applicable to your position or not needs to be verified first. In case termination is imminent then get a Mutual Separation Agreement that includes notice payment, severance and relief letter or if you are forced to resign or are wrongfully terminated then a legal notice and complaint to the Labour Commissioner is still an option.

I hope this answer helps. If you have any further query kindly do not hesitate to contact us. Thank you.

Dear client, 

Firstly, immediately back up off-network copies of all past appreciation emails, awards, and performance reviews. Keep a private, dated log detailing every instance of unevidenced criticism and public humiliation by your new manager.

Submit a formal written complaint to HR and your manager disputing the PIP's claim. Point out your strong track record, compare it with your manager's four-month tenure, and demand objective, quantifiable KPIs rather than vague claims. Simultaneously, escalate a workplace bullying grievance to the Ethics committee or Skip-Level Leadership to document the work environment.

Moreover, if remaining at the company becomes impossible, use your past contributions to negotiate a Mutual Separation Agreement (MSA) guaranteeing full notice pay, severance, a relief letter, and positive background verification. If the company attempts a forced resignation or arbitrary termination, issue a legal notice under Section 47 of the Telangana Shops and Establishments Act, 1988, and file a complaint with the Labour Commissioner for constructive dismissal.

I hope this answer helps, if you have any other query kindly do not hesitate to contact us. Thank you.

Dear Client,

I understand your concern. Based on your legal query, I suggest you my legal opinion. That Firstly, you should keep all the evidence of your appreciation emails, your good performance reviews and your timelines of work projects successfully completed by you or under your guidance.

Do not accept the PIP silently, if your being forced to accept the PIP plan then reply that with a mail addressing that all the allegations made by the Manager as well as the HR  are factually incorrect and without any concrete evidence and you can provide proper proof against the allegations made.

You can email the higher authorities regarding such harassment being faced by you and you being forced to accept the PIP plan in spite of all the projects being completed successfully and carrying an experience of more than 20 years, mentioning that since you have joined the company you have not made any failure from your side on your assigned job role.

You can also contact the Global Ethics Hotline or Prevention of Workplace Bullying and file a compliant against the Manager for mental harassment, bullying.

If you don't get a solution howsoever then you can send a legal notice to the the company  and the manager for harassment, bullying and defamation.

Hope this answer helps!

If you require detailed legal advice, discussion of your documents or guidance regarding the further legal course of action, you may opt for a one to one consultation.
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