TL;DR The company told me I have to work in country B for two months, then put me in country A, but when I finished the two months, I was told I need to work an additional four still in B. We did not define the exact schedule in contract or other written agreement. What are logical and ethical options when HR intentionally hide or give inaccurate information prior to signing contract? Should I use quitting the job as leverage to getting compensations?
Update There is a comment mentioning that I could use written agreements as legal evidence. When I asked for clarification on how this detour to country B is going to work, I did receive an email that says, "After training, we will move you. There will be some waiting period" (slightly paraphrased). I asked for further clarification on the waiting period, this time verbally, and was referred to internal processing time and visa application time, but nothing like "you have to wait for our regular transfer session that only happen a couple of times a year," which is the response I get now. This next regular session is four months away (before which they will do nothing, not preparing for paperwork or anything).
So while I do have some written response, in email, it is somewhat vaguely defined. IANAL, so I don't know whether it is legally sound. And I'll probably "suck it up" or quit and not go the legal route event if it is anyway.
Update 2 We do have a channel that we can report random issues to the higher-ups. Although I do not really expect to see response from them of any kind, I guess I'll still write a complaint and see what happens first. (I've already tried the HR department directly, which has been extremely to get hold of.)
I recently got hired at a global company with offices in country A and B, with A being my desired location. The company requested me to go through training in country B, after which the company will start the transfer process including apply for Visa for country A, while there may be some waiting period.
To be sure that I have the correct expectation about the arrangement and the vaguely defined "waiting period", I then asked about how long I have to wait and whether they want to keep me at country B for additional work after the training period. In the reply, the HR cited the length of the training period (a couple of months), explained getting a VISA for country A can take a variable length of time, and that they will start visa application after training, but they cannot give an exact time for above reasons; while waiting for the visa, obviously I will need to work on something.
I felt the answer is reasonable and agreed to the arrangement. However, when I arrived in country B and completed training, I was told that I will need to wait for another four months because they move people between location A and B only in regular intervals. While I do not have proof, I suspect the HR person has known about the transfer schedule and decided to hide this information from me.
I understand that the company is not obligated to anything; after all, I did not request that any of this to be in the contract or other forms of written agreement. But still, I feel I have not been properly treated and my contact intentionally led me to believe I will spend a much shorter time in country B. When asked they declined to provide any support over the unexpected and extended stay.
I am now wondering how I should respond to this. Should I send in a complaint anywhere? The manager, whom I report my daily duties to, do not manage these issues. And some of my conversations with the HR is on the phone, so I have written record only for some but not all exchanges.
Would it be unethical to think about quitting the company over this? If it is not, should I use this as a leverage to ask for compensation over the inconveniences? And if I end up quitting, what should I explain to my next employer?
I have an otherwise neutral opinion about this job and do not mind having to start over again.