Visista Insurance Broking Services Salaries in India

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...es earn their compensation through their life struggles, skills, and experience. The extensive travel required to secure new clients often consumes 30-40% of our salary, which diminishes the impact of any salary hike. We are not compensated for travel expenses, which is an additional burden on us, and it cannot always be justified by a so-called "high salary." 3. Unlawful Threats of Termination and Non-Payment: According to labour laws, no employee should be forced to leave the organization or be threatened with non-payment. Unfortunately, I have experienced such treatment, and it is disheartening to see HR condoning this behaviour despite being aware of the legal protections for employees. 4. Lack of Transparent Policies on Performance Management: If Visista has a policy of terminating employment or withholding pay after three months of non-performance, it should be clearly communicated before joining. If an employee is not performing, they should be placed on a Performance Improvement Plan (PIP) and allowed to exit the organisation as per the appointment letter, rather than being forced out or denied salary. 5. Inconsistent Treatment of Employees: There are individuals within the organisation who have been there for six months or more without significant performance, yet they remain, suggesting a lack of consistency and transparency in policies. My commitment is towards genuine performance, and I do not believe in "show-off business" to merely impress managers. 6. Unethical Conduct During Resignation Process: I had a discussion with my manager on 17th July 2024, and on 19th July 2024, he clearly stated that he could not give me more time. However, he had agreed to give me 3 more months on 1st July 2024 for July, August, and September. I then decided to resign and applied on the system on 21st July 2024 with a notice period of 90 days, requesting time till 31st August 2024. However, my manager and HR manipulated the situation and recorded my termination date as 19th August 2024. 7. Unlawful Removal of Access and Deletion of Records: On 24th July 2024, without any intimation, my access to the system was removed, and all communications between me, HR, and my manager were deleted. I received a relieving letter on 21st August 2024 stating everything was settled, which is false. If I was terminated, why was a relieving letter issued? This raises serious concerns about the integrity of the management. 8. Disregard for Employee Well-Being and Legal Requirements: This organisation is notorious for hiring people and then dismissing them whenever it suits them. They provide work-from-home options to administrative staff, but sales personnel are denied even the basic right to take leave for health recovery. There is no proper training, knowledge sharing, or standard operating procedures to ensure the well-being of employees. 9. My Demands: I worked until 24th July 2024, as recorded in Keka (unless they have deleted the data). I handed over all the assets on 29th July 2024. I have proof of all conversations. I demand my settlement amount up to 21st July 2024, and since I resigned, I also require my full and final settlement for the 90-day notice period, along with any unused leaves and food coupons for 90 days in the Zaggle Card. This experience has impacted me financially, emotionally, mentally, physically, and psychologically. I never expected such treatment from a company with over 20 years of history. I strongly raise this complaint against the MD/CEO, Vamshi Raju; Associate Director, Padmarao; and Head HR, Swathi Jain for their unprofessional and unethical conduct. I request strong action against these individuals and the organisation. Thank you for your attention to this matter. Yours sincerely, Ex-employee:- VIS386