If you’re experiencing this problem with this brand or any other company, submit your complaint and we may feature it on Choice4Voice.com.
Submit your complaint →This verified employment grievance highlights serious allegations raised by Jitendra Sodha against Randstad India and TCI Group. The complaint includes claims of unfair termination, incorrect employment status marking, lack of transparency, and two months of silence without an official termination letter. Choice4Voice.com reports this issue to raise public awareness, ensure accountability, and guide affected employees on possible legal actions and grievance pathways.
Complaint Summary Table
| Particulars | Details |
|---|---|
| Complainant Name | Jitendra Sodha |
| Company/Brand | Randstad India & TCI Group (Transport Corporation of India Limited) |
| Issue | Unfair termination, no termination letter, incorrect “Not Joined” status |
| Employment Start Date | 8 September (as stated by complainant) |
| Duration Worked | Approximately 10 working days on-site |
| Key Concerns | Lack of transparency, incorrect employment record, no formal documentation |
| Current Status | Awaiting termination letter; received FNF processing email |
| Impact | Employment history distortion, professional distress, lack of clarity |
Full Story: Employee Alleges Unfair Dismissal and Documentation Mishandling
A detailed employment-related grievance has been submitted to Choice4Voice.com by Jitendra Sodha, who was hired through Randstad India for a project with TCI Group (Transport Corporation of India Limited). His experience raises serious questions about HR processes, documentation, and fair treatment of employees.
According to Jitendra, he joined the project on 8 September and worked continuously for nearly two weeks. Despite completing onboarding, performing on-site duties, and receiving his appointment letter shortly after joining, he was abruptly informed that he was not “capable” of handling the role—within just 5 days.
Reasons That Raise Concern
The complainant reports two unusual reasons cited for his removal:
- Attending an interview elsewhere — Considered a “breach of trust.”
- Leaving office at 6:00 PM — Despite joining at 9:00 AM and completing full work hours as per standard corporate norms.
These reasons, if accurate, contradict professional industry standards and established employee rights.
Documentation Discrepancy: Marked as ‘Not Joined’
Jitendra alleges a significant administrative error he received an email from Randstad showing a “Not Joined” status.
This contradicts his claim of having worked physically for nearly two weeks.
Such a status can affect:
- Employment background checks
- Service history
- PF/ESIC timelines
- Future job prospects
Lack of Termination Letter After Two Months
Even after being asked to go home, the complainant claims:
- No formal termination letter was provided.
- No official reason documented for his exit.
- Only an FNF processing email was received after two months.
The absence of a valid termination letter raises compliance issues and leaves the employee without proof of service or termination.
How Choice4Voice.com Works
Choice4Voice.com publishes verified grievances to increase visibility and accountability. Only genuine cases are featured after basic verification. Once published:
- The issue receives public attention and visibility, prompting organisations to respond.
- Brands are more likely to act quickly when a matter is publicly highlighted.
- If the company still does not respond, our legal partners help with structured legal escalation, including labour law guidance, documentation drafting, and filing assistance.
Choice4Voice.com does not take sides. Its objective is transparency, awareness, and fair resolution.
Legal Case Can Be Filed
Depending on documents and evidence, the following legal avenues may apply:
1. Labour Court Case (Unfair Termination)
Applicable if:
- Employee was terminated without notice
- No written explanation provided
- No termination letter issued
- Employment history was misrepresented
2. Complaint to Labour Commissioner
For:
- Wrongful termination
- Non-issuance of statutory documents
- Administrative lapses
3. Complaint Under Industrial Disputes Act
For:
- Unfair labour practice
- Unjustified dismissal
4. Legal Notice for Employment Record Manipulation
Applicable if:
- “Not Joined” status was incorrectly marked
- Appointment letter and actual attendance conflict with internal records
5. Consumer/Service Complaint (Against Staffing Agency)
If hiring agency failed to provide:
- Correct documentation
- Transparent HR communication
- Proper exit formalities
How Choice4Voice.com Can Help With Each Legal Option
Labour Court or Labour Commissioner
We help draft:
- Formal complaint
- Supporting timeline
- Evidence compilation
- Submission guidance
Industrial Dispute Filing
We assist with:
- Case preparation
- Legal partner coordination
- Document structuring
Legal Notice
Our legal team collaborates to:
- Prepare a professional, legally compliant notice
- Serve it to the company or staffing partner
Agency-Level Escalation
We prepare:
- Proper escalation format
- Professional communication
- Public visibility to encourage action
Step by Step Guide to File an Employment Termination Complaint
Step 1: Collect All Documents
- Appointment letter
- Joining confirmation
- Any email proofs
- FNF communication
- Screening or workplace attendance proof
Step 2: Send Final Written Escalation
To both:
- Randstad India
- TCI Group
Step 3: Wait 7–14 Days
If there is no official written reply, proceed:
Step 4: File a Complaint With Labour Commissioner
Attach:
- Timeline
- Contract copy
- Evidence
Step 5: If Still Unresolved, Approach Labour Court
Choice4Voice.com assists in documentation and legal coordination.
Pre-Drafted Templates
1. Labour Commissioner Complaint Template
Subject: Complaint Regarding Unfair Termination and Non-Issuance of Termination Letter
I was employed through Randstad India for a project at TCI Group. Despite working for nearly two weeks, I was removed without formal notice or documentation. I was later marked as "Not Joined," which is factually incorrect and affects my employment history.
Requesting your intervention to ensure corrective action and proper documentation.
2. Legal Notice Template
Subject: Notice for Unfair Termination and Incorrect Employment Status
This notice is to highlight that my employment was ended without issuing a termination letter, and I was incorrectly marked as "Not Joined" despite being present on-site from 8 September.
I request immediate rectification of records and issuance of proper termination documents.
Author Section
Jitendra Sodha is a working professional who was engaged for a project through Randstad India with TCI Group. His experience highlights significant concerns regarding fair employment practices, documentation transparency, and HR process integrity. His case represents challenges faced by many employees in the staffing and contract employment ecosystem.
Frequently Asked Questions
1. Can an employer fire an employee for attending another interview?
No. Employees are free to explore better opportunities unless restricted by a valid contract.
2. Is a termination letter mandatory in India?
Yes. Companies must issue a written termination document.
3. What happens if an employee is marked as “Not Joined”?
It can misrepresent service history and affect future employment.
4. Can an employee claim unfair dismissal without a termination letter?
Yes. Lack of documentation strengthens the complaint.
5. Are staffing agencies responsible for proper HR documentation?
Yes. Contracting agencies must ensure compliance.
6. Can an employee demand correction of employment status?
Absolutely. Incorrect records must be rectified.
7. Is working 10 days enough to disprove “Not Joined” status?
Yes, especially if physical attendance or onboarding proofs exist.
8. Can employers extend work hours beyond appointment terms?
Only as per contractual terms and labour laws.
9. Is a verbal termination valid?
No. Written communication is mandatory.
10. Can an employee claim compensation for unfair termination?
Yes, through Labour Court.
11. What is the role of a labour commissioner?
They mediate disputes between employers and employees.
12. What if an employer doesn’t respond to queries?
Send a written escalation before legal action.
13. Can HR mark “Not Joined” due to internal confusion?
If incorrect, it must be corrected immediately.
14. Is joining and attendance proof important?
Yes. It prevents incorrect status marking.
15. How long is the observation period valid legally?
Only as stated in the appointment letter.
16. Can an employee challenge wrongful feedback?
Yes, via written representation.
17. What if FNF is initiated but termination letter is missing?
This is a compliance issue and must be corrected.
18. Can Choice4Voice.com help escalate employment disputes?
Yes, through publication and legal support.
19. Can HR terminate without notice under probation?
Only if aligned with the contract.
20. How long do employers take to resolve HR errors?
Ideally 7–15 days.
21. Can labour laws protect contractual employees?
Yes, contractual and staffing employees are equally protected.
