This is to bring to your notice ruthlessness of some start-ups who are so egoistic while wearing the title of a boss. They start treating their employees like slaves as if they owe their lives.

On the request of my friend, I am bringing this concern to the notice of the readers. Please consider the copy of the email and keep yourself alert in the future. This is an artist booking platform in India. See what they did in return for his dedicated work in that company.

E-mail

1. You joined us in 2nd week of november and your last working day with us was in the first week of december including 1 leave of absence on 6th dec and 4 rest days. You are well aware that your entire tenure was too short for you to complete your formalities with the organisation. And then there was a health issue which came up, which was very unfortunate but you were expecting to be well in sometime and did not resign immediately so we did not hire anyone. Then, after a few days you had to resign which happened on Dec 23. In this case, our work suffered as well because for almost 2 weeks we did not get any replacement expecting you to join us back.  

2. You are NOT being mislead or miscommunicated and you do not have to approach any higher authority complaining about it. In the case of HR policy everyone in the management including the TLs and all the reporting managers abide by the HR policy so it is a request to not create any chaos by writing any random mails to anyone in the organisation. I am here to help, you can address your concerns if there is any.

3. Please share your payslip like you said in your last email that you received from us for the month of november, since as per our greythr software we did not release any payslip to you and if there is a glitch i would like to address it and assist you.

4. As per the HR policy, you need to serve a minimum of 30 day notice period after you resign which is universal to all policy (considering the policies of organisations in the private sector). In your case, HR was able to give you a buy-out option considering your health issues. But you did not opt to choose any one of the two and decided to not join back for any transfer of knowledge to anyone neither buy out your notice period. We asked you to at least choose one of the options since without any of these two we cannot help you with the FnF as per our company policies (our HR and company policies are well aligned with the policies of corporates in private sector).

5. Quoting your statement, “I would have been liable to serve the notice period if I have signed the appointment letter and that was not presented to me on time and I was not able to sign it”. We have been very accommodating to all your requests taking into consideration that you were an employee to us even if your tenure was too short for you to complete your formalities with the company but since you insist on the appointment letter in this case, if you haven’t signed and completed the formalities, I am extremely sorry but you anyways do not stand eligible for any FnF.

This is what the EA of the CEO has to say to his continuous thread of request application for his salary. First, they didn’t get the appointment letter signed intentionally and now presenting such an excuse!

Reply: One such befitting reply was necessary for response to such email:

Okay but,

1. Being an employer you should be aware of the fact that an appointment letter and a contract is something that you need to furnish before the employee commences work or more so on the first day. Even after chasing you on multiple occasions, that wasn’t given to me. Since there wasn’t a written agreement in place, how can you claim the notice period? 

 2. I have already written my concerns to you to no avail. 

3. Find the screenshot of payslip attached below and if quoting your words if generating the payslip was a “mistake”, then you indeed should have been more responsible on your part in the first place and claiming it as a “glitch” and misleading the employee later.

4. Again, where is all this in written and the contractual terms which I was consistently chasing the HR for?

5. The only mistake here it seems is me trusting the organisation enough to work without a proper appointment letter or contact in place beforehand, a lesson I take with me moving forward to save me from hassles like these. 

Lastly as far as you referencing the ‘policies of organisations in the private sector’, I think it would be beneficial if you take a closer look at their code of conduct, policies and procedures. One of the most imperative ones being furnishing an appointment and contract letter in time. In regards to the salary, there is no point discussing that further as you have made your intention clear already. 

(The message of the released salary slip was shared but this was the last conversation between my friend and that artist’s booking site).

You can see how the company shrugs off its shoulder after getting their work done.

Lesson learnt: Never invest time and efforts without a proper contract before joining.

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