A question to Ask the Workplace Doctors about terminated without proper investigation:
I joined a large company last June to head a large technical team. The person leaving my position went to another area of business, probably out of frustration. I wanted to start new and brought in fresh ideas and equitable work distribution. Some of the folks apparently did not like this as they were used to taking it easy.
One of those employees – usually a good worker – did not like one scope of an improvement sentence in his mid-year review. So he went and complained of frivolous things (and untrue of course) to HR in Feb. this year. HR apparently did not take it seriously. Then he rallied a few of his peers (that also reported to me) since they come from same region in Asia. They added their backing to this employee. HR started an investigation. HR however would not reveal who complained (as expected).
One of my employees was a low performer. However, when I knew that she was pregnant, I rated her as “Satisfactory” for year-end review. During calibration for the year end across our group, my manager and my peers raised an objection and wanted her to be marked as a poor performer. The HR representative in the call also agreed that she could be marked as low since she is not on maternity leave yet and her evaluation was for a time before her absence. So, I agreed with the team to mark her as low.