May 18 2020, 11:48 AM
QUOTE(year2020 @ May 18 2020, 12:37 PM)
Hi all,
Would like to get some advice. This is for my wife. She’s working as sales in 1 of local bank in Malaysia. Been working there for the past 6 years. She’s already permanent staff. One extra piece of information, my wife is now pregnant and due to deliver in mid-October.
Basically she has to meet 70% of sales target in order to avoid PIP. She already failed to meet this target back in Jan and Feb. For March and April, there’s no need to hit the target due to Covid 19. So May is the final months for her in order to hit this target (she will need to hit the target in June as well in order to exit PIP).
Her direct manager is supportive but there’s not much he can do. If my wife can’t hit the target this month, then HR will asked her to tender resignation rather than terminating her. Below are our concern.
1. If she tender resignation as per HR recommendation, then she will lose out on EIS benefit (My concern). I do believe that if terminated by HR then will be able to claim for EIS benefit, please correct me if I’m wrong. She just need to prove that she's actively looking for job however I doubt any employer will want to employ her when they realized she's pregnant but this is not her fault as she's still will be actively looking for job.
2. If she get terminated instead, then this kinda leave a bad record for future employer (her concern). As recently jobs in banking industry go through stringent process and definitely new employer will check with current HR. Termination does sound bad compared to voluntary resigned.
3. Either way, she will not be able to find a new job due to being pregnant and how the market situation at the moment. I foresee if 1 or 2 happened, then the soonest she can start working is mid December/early January.
Any advice is appreciated. Thank you all.
Get termination. EIS & compensation benefitsWould like to get some advice. This is for my wife. She’s working as sales in 1 of local bank in Malaysia. Been working there for the past 6 years. She’s already permanent staff. One extra piece of information, my wife is now pregnant and due to deliver in mid-October.
Basically she has to meet 70% of sales target in order to avoid PIP. She already failed to meet this target back in Jan and Feb. For March and April, there’s no need to hit the target due to Covid 19. So May is the final months for her in order to hit this target (she will need to hit the target in June as well in order to exit PIP).
Her direct manager is supportive but there’s not much he can do. If my wife can’t hit the target this month, then HR will asked her to tender resignation rather than terminating her. Below are our concern.
1. If she tender resignation as per HR recommendation, then she will lose out on EIS benefit (My concern). I do believe that if terminated by HR then will be able to claim for EIS benefit, please correct me if I’m wrong. She just need to prove that she's actively looking for job however I doubt any employer will want to employ her when they realized she's pregnant but this is not her fault as she's still will be actively looking for job.
2. If she get terminated instead, then this kinda leave a bad record for future employer (her concern). As recently jobs in banking industry go through stringent process and definitely new employer will check with current HR. Termination does sound bad compared to voluntary resigned.
3. Either way, she will not be able to find a new job due to being pregnant and how the market situation at the moment. I foresee if 1 or 2 happened, then the soonest she can start working is mid December/early January.
Any advice is appreciated. Thank you all.
This post has been edited by burninvincible: May 18 2020, 11:49 AM
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