False career growth promises made by manger
9 months ago
I am working with an MNC. My manger promised promotion and career growth during performance review which he did not keep promise and later disown his statement though he did acknowledge my performance in project. He lied and tricked me. I denied growth though he got promoted on my hard work and effort. I am feel cheated and getting into depression. I raised my concern to HR but i am not much hopeful. Is there any legal support exist for my above case if i do not get justice within organisation
A.Dear client,
Internal Resolution: Continue to engage with HR and follow up on your concern. Sometimes, persistence can lead to a resolution or at least a better understanding of the company's position. Document any communication you have with HR and keep a record of the promises made during your performance review.
Review Company Policies: Familiarize yourself with your company's policies and procedures for promotions and career growth. If there are clear guidelines that your manager violated, you can use this information to support your case.
Gather Evidence: Collect any evidence that supports your claim, such as performance evaluations, emails, or other documentation related to the promise of promotion. Having concrete evidence can strengthen your position if you decide to take further action.
Seek Legal Advice: If you believe that your manager's actions were unlawful or if you are not getting a satisfactory response from HR, it may be worthwhile to consult with an employment lawyer. They can provide personalized advice based on the employment laws in your country or region and help you understand your legal options.
Whistleblower Protection: In some countries, there are laws in place to protect employees who report unethical behavior or wrongdoing within an organization. If you feel that you are facing retaliation or adverse treatment for raising a concern, you may be protected under whistleblower laws.
Alternative Dispute Resolution: Some organizations have mediation or dispute resolution processes in place to address employee concerns. You can inquire with HR if such options are available.
Support and Well-being: It's essential to prioritize your well-being during this difficult time. Consider seeking support from friends, family, or a counselor to help cope with feelings of depression and stress.
Internal Resolution: Continue to engage with HR and follow up on your concern. Sometimes, persistence can lead to a resolution or at least a better understanding of the company's position. Document any communication you have with HR and keep a record of the promises made during your performance review.
Review Company Policies: Familiarize yourself with your company's policies and procedures for promotions and career growth. If there are clear guidelines that your manager violated, you can use this information to support your case.
Gather Evidence: Collect any evidence that supports your claim, such as performance evaluations, emails, or other documentation related to the promise of promotion. Having concrete evidence can strengthen your position if you decide to take further action.
Seek Legal Advice: If you believe that your manager's actions were unlawful or if you are not getting a satisfactory response from HR, it may be worthwhile to consult with an employment lawyer. They can provide personalized advice based on the employment laws in your country or region and help you understand your legal options.
Whistleblower Protection: In some countries, there are laws in place to protect employees who report unethical behavior or wrongdoing within an organization. If you feel that you are facing retaliation or adverse treatment for raising a concern, you may be protected under whistleblower laws.
Alternative Dispute Resolution: Some organizations have mediation or dispute resolution processes in place to address employee concerns. You can inquire with HR if such options are available.
Support and Well-being: It's essential to prioritize your well-being during this difficult time. Consider seeking support from friends, family, or a counselor to help cope with feelings of depression and stress.
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A.Dear Client,
If the contract of employment provides you with the benefit of performance-linked promotion on the basis of your annual performance appraisal, then on achievement of the expected standard of performance, you are definitely entitled to get that promotion/upgradation from the Company. But the performance appraisal report of an employee is treated as confidential and the prerogative of the management to fix the target or standard of achievement that is entitled to an employee for the benefit. Based on verbal assurance you cannot claim the benefit from the Company as a matter of right. If you possess sufficient proofs that support your claim for discrimination/malpractice caused in the matter of the promotion, then you may escalate the grievance before the higher authority of the Company failing which you may file an application/complaint for alleged discrimination and malpractice in the promotion that appears on the face of records before the concerned Labour Commissioner for redressal of your grievance.
If the contract of employment provides you with the benefit of performance-linked promotion on the basis of your annual performance appraisal, then on achievement of the expected standard of performance, you are definitely entitled to get that promotion/upgradation from the Company. But the performance appraisal report of an employee is treated as confidential and the prerogative of the management to fix the target or standard of achievement that is entitled to an employee for the benefit. Based on verbal assurance you cannot claim the benefit from the Company as a matter of right. If you possess sufficient proofs that support your claim for discrimination/malpractice caused in the matter of the promotion, then you may escalate the grievance before the higher authority of the Company failing which you may file an application/complaint for alleged discrimination and malpractice in the promotion that appears on the face of records before the concerned Labour Commissioner for redressal of your grievance.
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