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Submit your complaint →Mohd Hammad, former Area Sales Manager at Vodafone Idea, alleges workplace harassment by his reporting manager, Akshay Rai, and inaction by HR. Read the full case, legal rights, complaint process, and employee protection laws on Choice4Voice.com
Complaint Summary : Vodafone Idea Employee Alleges Workplace Harassment by Reporting Manager and HR Negligence
| Details | Information |
|---|---|
| Complainant Name | Mohd Hammad |
| Designation | Area Sales Manager |
| Company/Organization | Vodafone Idea Limited |
| Reporting Manager Accused | Akshay Rai (ZSM, Dehradun) |
| Complaint Type | Workplace Harassment / Misconduct / HR Negligence |
| Incident Description | Continuous harassment and misbehavior by reporting manager; HR failed to act despite multiple complaints. |
| Investigation Status | HR assured investigation but no update or closure provided. |
| Impact | Emotional distress, forced resignation, lack of workplace justice. |
| Source | LinkedIn Public Post |
| Complainant Profile | Verified LinkedIn professional, Area Sales Manager |
Full Case Summary
Mohd Hammad, a former Area Sales Manager at Vodafone Idea Limited, shared his distressing experience of workplace harassment on LinkedIn. According to his public post, Hammad’s reporting manager, Mr. Akshay Rai (ZSM, Dehradun), allegedly crossed all professional limits of misbehavior and harassment.
Despite raising the issue several times with the HR department and senior management, no corrective action was taken. Hammad stated that HR had assured him of an internal investigation two months ago, yet no findings or updates were shared even after his final working day.
Feeling unsupported and unheard, he decided to resign from his position. Hammad emphasized that such negligence not only harms the affected employee’s morale but also tarnishes the organization’s reputation and weakens internal trust.
He has urged the Vodafone Idea HR team to ensure that individuals found guilty of harassment should not be retained or transferred within the organization, as such practices perpetuate toxic work environments and discourage employee safety and confidence.
About Vodafone Idea Limited
Vodafone Idea Limited (Vi) is one of India’s largest telecom service providers, formed after the merger of Vodafone India and Idea Cellular. The company operates across India, employing thousands of sales and support professionals.
While Vi has robust HR policies and grievance mechanisms on paper, this case highlights potential gaps in internal complaint handling and employee protection practices, which can lead to dissatisfaction and high attrition if not addressed seriously.
Legal Remedies Available for Workplace Harassment
In India, workplace harassment is a serious legal offense. Employees like Mohd Hammad can seek redressal through several mechanisms:
1. Internal Complaints Committee (ICC)
Every organization is legally required to form an Internal Complaints Committee under the POSH Act (Prevention of Sexual Harassment Act, 2013).
If harassment or humiliation is faced, the complaint should first be submitted in writing to the ICC.
2. Ministry of Labour Complaint
If the internal system fails, employees can escalate the matter to the Ministry of Labour and Employment by submitting a formal grievance.
3. Labour Court or Industrial Tribunal
For cases involving wrongful termination, hostile workplace conduct, or mental harassment, a case can be filed before a Labour Court under the Industrial Disputes Act, 1947.
4. Police FIR or Cyber Crime Complaint
If harassment includes threats, verbal abuse, or online bullying, employees can file a criminal complaint under Section 509 (Insulting the modesty of a person) and Section 503 (Criminal intimidation) of the Indian Penal Code (IPC).
Departments Where Complaints Can Be Filed
| Department/Authority | Purpose | Filing Platform |
|---|---|---|
| Internal Complaints Committee (ICC) | For internal redressal within the company | Through company HR |
| Labour Commissioner’s Office | For escalation of workplace disputes | Visit nearest regional office |
| Ministry of Labour & Employment | For unresolved HR negligence cases | https://pgportal.gov.in |
| National Commission for Women (NCW) | If the victim is female and faced workplace harassment | https://ncw.nic.in |
| Police or Cybercrime Cell | For verbal or online threats | https://cybercrime.gov.in |
How Choice4Voice.com Can Help
Choice4Voice.com is India’s fastest-growing consumer and employee grievance platform that helps people like Mohd Hammad amplify their voices when ignored by corporate systems.
Our platform:
- Publishes verified complaints to ensure transparency and accountability.
- Raises visibility on LinkedIn and social media to pressure companies into action.
- Guides complainants on filing formal legal cases with the right authorities.
When internal HR systems fail, Choice4Voice.com helps ensure corporate accountability through public visibility and legal awareness.
Step-by-Step Guide: How to File a Workplace Harassment Complaint
- Document Everything: Save all emails, messages, and communication with HR or managers.
- Write a Formal Complaint: Address it to the HR Head and Internal Complaints Committee (ICC).
- Wait for 30 Days: The ICC must investigate and provide a report within this period.
- Escalate if Ignored: File your case with the Labour Commissioner or POSH Authority in your state.
- Submit to Choice4Voice.com: We will publish your verified case to ensure it receives the public and legal attention it deserves.
Legal Provisions That Apply
| Law/Act | Applicable Section | Explanation |
|---|---|---|
| POSH Act, 2013 | Section 4–9 | Internal Committee investigation process |
| Industrial Disputes Act, 1947 | Section 2A | Protection from unfair dismissal or forced resignation |
| Indian Penal Code (IPC) | Sections 503, 509 | Criminal intimidation and verbal harassment |
| Constitution of India | Article 21 | Right to live with dignity and respect at workplace |
Draft Complaint Templates
Email to HR / Internal Committee
Subject: Formal Complaint Against Workplace Harassment – Vodafone Idea Limited
Dear HR Team,
I am writing to report continuous harassment and misbehavior by my reporting manager, Mr. [Name]. Despite raising the concern earlier, no action or investigation update has been received.
I request immediate inquiry under the POSH and workplace ethics policy and a written update on the status of my complaint.
Regards,
[Your Full Name]
[Employee ID]
[Date]
Complaint to Labour Department
Subject: Complaint Against Vodafone Idea Ltd for HR Negligence and Harassment
Dear Sir/Madam,
I wish to file a formal complaint against my employer, Vodafone Idea Limited, for ignoring repeated reports of workplace harassment.
Despite my complaints, HR failed to take any disciplinary or investigative action. I request your office to initiate a fair inquiry.
Regards,
[Your Full Name]
[Designation]
[Location]
Author
Complainant: Mohd Hammad
Verified Source: LinkedIn Post
Q&A on Workplace Harassment Complaints in India
Q1. What qualifies as workplace harassment in India?
A1. Any verbal, physical, emotional, or professional misconduct that creates a hostile or unsafe work environment.
Q2. Can men also file workplace harassment complaints under POSH?
A2. The POSH Act primarily protects women, but men can file complaints under IPC and the Industrial Disputes Act.
Q3. What is the role of HR in harassment cases?
A3. HR must record, investigate, and act within 30 days of receiving a formal complaint.
Q4. What to do if HR ignores harassment complaints?
A4. Escalate to the Labour Commissioner or Ministry of Labour through pgportal.gov.in.
Q5. Can I resign and still file a harassment complaint?
A5. Yes, resignation does not nullify your right to seek justice or compensation.
Q6. What is the Internal Complaints Committee (ICC)?
A6. A mandatory body in all companies to handle workplace harassment complaints as per POSH Act.
Q7. How much time does ICC take to investigate?
A7. The ICC must complete the inquiry within 90 days of receiving the complaint.
Q8. Can I file a police complaint along with HR complaint?
A8. Yes, if harassment involves intimidation, threat, or abuse, an FIR can be filed under IPC.
Q9. What happens if ICC or HR team doesn’t respond?
A9. You can escalate to the District Officer under POSH or to the Labour Department.
Q10. Is workplace harassment a criminal offense?
A10. Yes, in certain forms such as verbal abuse or intimidation under Sections 503 and 509 IPC.
Q11. How can Choice4Voice.com help employees like Mohd Hammad?
A11. By publicizing their case and connecting them to legal remedies and public awareness channels.
Q12. What evidence should I keep before complaining?
A12. Emails, messages, HR chat records, and any written assurances or meeting notes.
Q13. What if the manager is transferred to another branch?
A13. You can request HR to disclose disciplinary action; transfers do not absolve misconduct.
Q14. Can I claim compensation for mental stress?
A14. Yes, through the Labour Court or Consumer Forum depending on the case type.
Q15. Can I approach NCW for workplace harassment?
A15. Yes, if the victim is a woman, the NCW can intervene in such cases.
Q16. Is workplace bullying also harassment?
A16. Yes, any consistent psychological pressure or humiliation counts as harassment.
Q17. Can I approach media for help?
A17. Yes, or you can publish through Choice4Voice.com for ethical awareness coverage.
Q18. What if HR retaliates after I file a complaint?
A18. That is illegal; report immediately to the Labour Commissioner.
Q19. How long do I have to file a complaint after resignation?
A19. Within 90 days of the incident or resignation date.
Q20. How to ensure fair inquiry in corporate harassment cases?
A20. File both internal (HR/ICC) and external (Labour/RBI/Court) complaints for accountability.
