Hi, Sorry for the repost; I posted in the wrong forum earlier.
Background: I am working as a senior software engineer in a Bangalore-based IT company with a staff strength of 1,000 employees. I agreed to travel to Africa for a period of 2 months on a business visa and traveled in February. This was 8 months ago. Now my company is not ready to bring me back. They make me travel to a neighboring country and return within 1 day when my visa term expires (every 2 months). The immigration department here has caught me twice (as I am not allowed to work here and have been here for 8 months), and I bribe them to get away. Since I have no option to come out of this trap, I resigned.
I have signed a 2-month notice period with the company (as per my appointment letter). This was never revised, nor was there any communication regarding a change in it. Now, after 50 days of notice, when I asked my company to provide me with my relieving date, they are telling me that as I am deputed abroad on an assignment, I need to serve 3 months. This 3 months is not in my contract or anywhere in the company policies.
Can I leave after my notice period is over? And what can I do to get my salary, PF, and relieving letter? Any help is appreciated.
Regards, Anir
From Tanzania
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Background: I am working as a senior software engineer in a Bangalore-based IT company with a staff strength of 1,000 employees. I agreed to travel to Africa for a period of 2 months on a business visa and traveled in February. This was 8 months ago. Now my company is not ready to bring me back. They make me travel to a neighboring country and return within 1 day when my visa term expires (every 2 months). The immigration department here has caught me twice (as I am not allowed to work here and have been here for 8 months), and I bribe them to get away. Since I have no option to come out of this trap, I resigned.
I have signed a 2-month notice period with the company (as per my appointment letter). This was never revised, nor was there any communication regarding a change in it. Now, after 50 days of notice, when I asked my company to provide me with my relieving date, they are telling me that as I am deputed abroad on an assignment, I need to serve 3 months. This 3 months is not in my contract or anywhere in the company policies.
Can I leave after my notice period is over? And what can I do to get my salary, PF, and relieving letter? Any help is appreciated.
Regards, Anir
From Tanzania
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Thank you for your reply. Yes, I am on an official trip. I came to Africa in February and have been deployed here at a client's place. I am still in Africa. My trips to neighboring African countries (just to renew my visa) are not considered official, as I just go there, stay for a day, and re-enter. However, my company categorizes them as official trips.
From Tanzania
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From Tanzania
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Do you have a copy of the agreement which states a 2-month deputation or any hidden clauses in it? Please check and revert. Also, check the terms and conditions of your appointment letter. See whether any conditions pertain to mutual concerns of employment.
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Thanks, I checked it. There is a clause which HR made me aware of today that makes me liable when I'm deployed on an overseas assignment. The clause says I can't terminate the contract while on an overseas assignment or within 3 months after my return. So I guess I can't do anything about it.
Now, the situation is that I have traveled on a business visa, which prohibits me from working and allows me to stay in the country for a maximum of 2 months for business purposes (meetings/presentations, etc.). My company is making me work here, and it's been 8 months. They send me to a neighboring country and back to renew the visa. The problem is, I cannot terminate the contract while overseas (as per the contract) and would be forced to stay here indefinitely if I do not terminate the contract. Additionally, staying here and working is not legal, and I could get into trouble if caught by immigration. I have already faced this situation twice but managed to get away by bribing them.
Is there any legal recourse for me to leave this country?
Thanks in advance!
From Tanzania
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Now, the situation is that I have traveled on a business visa, which prohibits me from working and allows me to stay in the country for a maximum of 2 months for business purposes (meetings/presentations, etc.). My company is making me work here, and it's been 8 months. They send me to a neighboring country and back to renew the visa. The problem is, I cannot terminate the contract while overseas (as per the contract) and would be forced to stay here indefinitely if I do not terminate the contract. Additionally, staying here and working is not legal, and I could get into trouble if caught by immigration. I have already faced this situation twice but managed to get away by bribing them.
Is there any legal recourse for me to leave this country?
Thanks in advance!
From Tanzania
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Legal Concerns and Management Communication
What you are doing is illegal. If the government becomes aware of this, you will be in trouble. Better inform your management that you are interested in returning to your hometown. If they do not agree with you, wait for the next opportunity to renew. During that time, book your tickets to your hometown and inform your management about your return.
If you renew it again in the next tenure, you will have to stay for 3 more months. Do it properly and in the right way to resolve the issue.
Consulting a Legal Expert
It is better to consult with a legal expert before taking any action to ensure you are on the safer side. HR will not take any action against you if you follow legal norms. HR is there to help employees and not to cause trouble.
Regards.
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What you are doing is illegal. If the government becomes aware of this, you will be in trouble. Better inform your management that you are interested in returning to your hometown. If they do not agree with you, wait for the next opportunity to renew. During that time, book your tickets to your hometown and inform your management about your return.
If you renew it again in the next tenure, you will have to stay for 3 more months. Do it properly and in the right way to resolve the issue.
Consulting a Legal Expert
It is better to consult with a legal expert before taking any action to ensure you are on the safer side. HR will not take any action against you if you follow legal norms. HR is there to help employees and not to cause trouble.
Regards.
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Thank you!!
I had a call with HR and Management. I informed them that I want to come back as soon as possible because I can't be involved in this illegal activity anymore, which is the reason for my resignation.
They say they would consider my resignation (sent 40 days ago) and will relieve me from the company and country when the 3-month notice period is complete. However, for that, I will have to renew my visa in the same way one more time as it is expiring in 1 month. They are intimidating me with the contract clause which states, "I can't terminate the contract while overseas and can legally resign only 3 days after I am back," and then serve notice to be relieved. So, the option they are giving is a consideration for my concern.
This is definitely ethically wrong. But is it legal?
From Tanzania
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I had a call with HR and Management. I informed them that I want to come back as soon as possible because I can't be involved in this illegal activity anymore, which is the reason for my resignation.
They say they would consider my resignation (sent 40 days ago) and will relieve me from the company and country when the 3-month notice period is complete. However, for that, I will have to renew my visa in the same way one more time as it is expiring in 1 month. They are intimidating me with the contract clause which states, "I can't terminate the contract while overseas and can legally resign only 3 days after I am back," and then serve notice to be relieved. So, the option they are giving is a consideration for my concern.
This is definitely ethically wrong. But is it legal?
From Tanzania
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If you think that you are in deep trouble and there is no way to get out of Africa, as a last resort, you can approach the Indian Embassy in the country you are currently in. Still, keep it as a last resort.
Regards,
Rahul Chhabra
From India, Delhi
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Regards,
Rahul Chhabra
From India, Delhi
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Legal Implications of Employment Contracts
The contract with the company cannot compel you to perform illegal acts. It's a violation of contract law and is considered an unfair labor practice. Legally, you have the right to leave without notice, especially since your company is aware of the illegality. Courts will support you.
However, as we all know, legal proceedings can be lengthy. If possible, amicably settling with your company is more sensible.
Since you have already been caught twice, it's dangerous to continue. You may face a long jail term. I don't think the legal system will release you quickly, and your company may abandon you. In such a case, you might need to book your tickets and return to India, accepting that you may need to fight long to get your dues.
By the way, there is a department of the central government taking action against wrongful overseas employment practices of Indian companies. Your complaint may result in a ban on your company from future overseas contracts. That may be a negotiation leverage, but I suggest you use that after you return.
Regards,
From India, Mumbai
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The contract with the company cannot compel you to perform illegal acts. It's a violation of contract law and is considered an unfair labor practice. Legally, you have the right to leave without notice, especially since your company is aware of the illegality. Courts will support you.
However, as we all know, legal proceedings can be lengthy. If possible, amicably settling with your company is more sensible.
Since you have already been caught twice, it's dangerous to continue. You may face a long jail term. I don't think the legal system will release you quickly, and your company may abandon you. In such a case, you might need to book your tickets and return to India, accepting that you may need to fight long to get your dues.
By the way, there is a department of the central government taking action against wrongful overseas employment practices of Indian companies. Your complaint may result in a ban on your company from future overseas contracts. That may be a negotiation leverage, but I suggest you use that after you return.
Regards,
From India, Mumbai
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Thank you, Rahul/Saswat/Jkct15. I will confirm whether what I am doing is illegal by consulting an immigration lawyer here in Tanzania. I will also verify if my company's HRs are incorrect when they claim, "All my past immigration records of 6 months are void as I have gone out of the country and reentered on a valid visa for 2 months, so nothing is illegal."
If the company still denies this after confirming the local laws, I plan to seek help from the Indian Embassy, leave the country, and fight the battle from India.
From Tanzania
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If the company still denies this after confirming the local laws, I plan to seek help from the Indian Embassy, leave the country, and fight the battle from India.
From Tanzania
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Thank you very much, Surendra/(Cite Contribution). That's really very useful information you all provided. I was so threatened by my company that I thought I couldn't do anything. Having a smile on my face after 5 months :) this help really means a lot to me.
(Cite Contribution) - I am in Tanzania.
Pavan - you are right, Cite HR really rocks! :)
From Tanzania
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(Cite Contribution) - I am in Tanzania.
Pavan - you are right, Cite HR really rocks! :)
From Tanzania
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As per your contract letter, you cannot resign from your duties, which is not valid. You can resign from your services at any time; however, you need to follow the notice period clause. If you serve and complete the notice period, no one can stop you from quitting.
With regards to the renewal of the Visa, request a legal document from the company (designed by the legal team) that provides details of your stay, reason, and duration. If caught in immigration, you can hand over this document. Moving forward, the officials will take it up with your company.
There's nothing to worry about; remain calm and talk to the legal officers of your client company to find more resolutions.
Regards
From India, Bangalore
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With regards to the renewal of the Visa, request a legal document from the company (designed by the legal team) that provides details of your stay, reason, and duration. If caught in immigration, you can hand over this document. Moving forward, the officials will take it up with your company.
There's nothing to worry about; remain calm and talk to the legal officers of your client company to find more resolutions.
Regards
From India, Bangalore
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I guess you have got the PoA ready by now after all the inputs from the excellent Forum that's CiteHR, apart from the well-deserved peace of mind too
Steps to Resolve Your Situation
First of all, reach out to the POE, contact the nearest Embassy (I think it's in Dar es Salaam), and take their guidance.
Maybe you should also think of contacting the media—basically one of the Indian TV news channels that have a presence in Tanzania—guess CNN-IBN should have someone there covering. Maybe even other channels too could have someone there—just do a Google search.
Reasons to Involve the Media
There are three reasons I am suggesting this:
- **First:** Quite a few times, the responses of the Indian Government officials change (for the better) when they realize the media is on the scene. This could help you resolve things faster and ensure you don't get into further trouble—just imagine the scenario if the authorities get a whiff of what happened?
- **Second reason:** No company will dare to stop any of your eligibilities—in your case, the Experience Letter, etc., if they realize the whole issue is going to the media. If you watch Indian news channels regularly, you know what I mean—with so many scams being reported daily, but more importantly, the changed responses of the primary actors in the episodes.
- **Third reason for my suggestion to approach the media is:** In a way, you will help all the others in the long run who, in all probability, could be in a similar situation—without any idea of CiteHR. I know of cases such as yours in the Middle East, and that too with unskilled/semi-skilled workers. But IT guys in similar situations? Frankly, I get a feeling that we Indians use our great flair for 'jugaad' in all the wrong ways—finding the way out of any rules—and your company seems to be one of them, with Satyam Ramalinga Raju being the Super-Grandmaster, of course.
Immediate Action Required
Right now, the first priority for you is to get out of there ASAP—repeat ASAP. Now get going, Anir—and rest assured that everyone @ CiteHR will do all that can be possibly done at this end.
All the Best.
Regards,
TS
From India, Hyderabad
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Steps to Resolve Your Situation
First of all, reach out to the POE, contact the nearest Embassy (I think it's in Dar es Salaam), and take their guidance.
Maybe you should also think of contacting the media—basically one of the Indian TV news channels that have a presence in Tanzania—guess CNN-IBN should have someone there covering. Maybe even other channels too could have someone there—just do a Google search.
Reasons to Involve the Media
There are three reasons I am suggesting this:
- **First:** Quite a few times, the responses of the Indian Government officials change (for the better) when they realize the media is on the scene. This could help you resolve things faster and ensure you don't get into further trouble—just imagine the scenario if the authorities get a whiff of what happened?
- **Second reason:** No company will dare to stop any of your eligibilities—in your case, the Experience Letter, etc., if they realize the whole issue is going to the media. If you watch Indian news channels regularly, you know what I mean—with so many scams being reported daily, but more importantly, the changed responses of the primary actors in the episodes.
- **Third reason for my suggestion to approach the media is:** In a way, you will help all the others in the long run who, in all probability, could be in a similar situation—without any idea of CiteHR. I know of cases such as yours in the Middle East, and that too with unskilled/semi-skilled workers. But IT guys in similar situations? Frankly, I get a feeling that we Indians use our great flair for 'jugaad' in all the wrong ways—finding the way out of any rules—and your company seems to be one of them, with Satyam Ramalinga Raju being the Super-Grandmaster, of course.
Immediate Action Required
Right now, the first priority for you is to get out of there ASAP—repeat ASAP. Now get going, Anir—and rest assured that everyone @ CiteHR will do all that can be possibly done at this end.
All the Best.
Regards,
TS
From India, Hyderabad
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Thanks, Gaurav. My notice period clause is very clear, and I am okay to serve it from here. It's the termination clause that gets me stuck here.
Notice Period Clause
- Upon completion of the Probation Period and issuance of the Confirmation Letter, the notice required to be provided by either Party for termination of the Employee's service with the Company will be Sixty (60) days.
- In the event that the Employee joined as a confirmed employee, the notice period from either side will still remain Sixty (60) days from the Commencement Date.
- The Company reserves the right to adjust unavailed leave or monthly salary with the required notice period.
- The Company may waive the notice period at its discretion.
- In the event that the Employee leaves his/her Employment without giving notice, he/she will be liable to pay the Company an amount equivalent to Sixty (60) days' salary, or the Company shall have the right to set off such amount from any amount that may be due to the Employee.
Termination Clause of Contract
- The Employee understands that he/she may be called upon, during the course of the Employment, to render services to the Company's Customers at locations outside India.
- In such event, all expenses related to travel, boarding, and lodging with regard to such overseas travel will be solely met by the Company.
- In consideration of such expenditure by the Company, the Employee agrees that he/she shall not have the right to terminate the Employment during the course of any such overseas assignment.
- The Employee further agrees that he/she shall not have the right to terminate the Employment for a period of six (6) months from the date of completion of such overseas assignment.
- The Employee agrees that, in the event he/she terminates the Employment for any reason whatsoever prior to the expiry of six (6) months from the date of completion of such overseas assignment, without prejudice to any other provisions of these Terms, the Employee shall become immediately liable to reimburse the Company for any and all expenses incurred by the Company related to the Employee's travel to such overseas location, boarding, lodging, transport, any per diem/other allowance, and any other incidental expenses incurred by the Company with regard to the Employee's overseas assignment, except in the event the Company, in its sole discretion and in writing, waives such expenses.
From Tanzania
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Notice Period Clause
- Upon completion of the Probation Period and issuance of the Confirmation Letter, the notice required to be provided by either Party for termination of the Employee's service with the Company will be Sixty (60) days.
- In the event that the Employee joined as a confirmed employee, the notice period from either side will still remain Sixty (60) days from the Commencement Date.
- The Company reserves the right to adjust unavailed leave or monthly salary with the required notice period.
- The Company may waive the notice period at its discretion.
- In the event that the Employee leaves his/her Employment without giving notice, he/she will be liable to pay the Company an amount equivalent to Sixty (60) days' salary, or the Company shall have the right to set off such amount from any amount that may be due to the Employee.
Termination Clause of Contract
- The Employee understands that he/she may be called upon, during the course of the Employment, to render services to the Company's Customers at locations outside India.
- In such event, all expenses related to travel, boarding, and lodging with regard to such overseas travel will be solely met by the Company.
- In consideration of such expenditure by the Company, the Employee agrees that he/she shall not have the right to terminate the Employment during the course of any such overseas assignment.
- The Employee further agrees that he/she shall not have the right to terminate the Employment for a period of six (6) months from the date of completion of such overseas assignment.
- The Employee agrees that, in the event he/she terminates the Employment for any reason whatsoever prior to the expiry of six (6) months from the date of completion of such overseas assignment, without prejudice to any other provisions of these Terms, the Employee shall become immediately liable to reimburse the Company for any and all expenses incurred by the Company related to the Employee's travel to such overseas location, boarding, lodging, transport, any per diem/other allowance, and any other incidental expenses incurred by the Company with regard to the Employee's overseas assignment, except in the event the Company, in its sole discretion and in writing, waives such expenses.
From Tanzania
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Understanding Notice Period and Termination Clauses
It's good that you have posted the 'ad verbatim' of the Notice Period & Termination clauses of your Offer. So far, I think you have been looking at your problem with respect to the clauses 'in isolation,' while you need to look at ALL the clauses TOGETHER (even the court works that way—if it goes to that stage).
What comes out very clearly from both the clauses is:
1. There is no clarity on the resignation/termination norms if an employee resigns DURING THE PROBATION PERIOD.
2. Once an employee is sent on-site (overseas), there is NO WAY he/she can resign between the date of embarking until 6 months after return.
So what you did—by resigning while overseas—is wrong as per the terms of your Offer. Whether it's ethical on the Company's part to give such an Offer is a different question—and I don't think we are debating that aspect in this thread.
Looking at it in another way, even if your Resignation is accepted, as per the Offer you can't expect the Relieving until 6 months AFTER return—you can calculate the total service you would be putting in AFTER the actual Resignation.
The only way out, as far as I can see, is to get out of the situation you are in—since it's now much more than just following the Offer's Terms. Your situation is now mixed up with the legalities of Tanzania as well as International laws—nothing to do with Indian laws, as of now.
The sooner you get out, the better for you. Focus on those lines—and I am more sure now than when I suggested earlier in the thread that it would be better to take some support—the Indian embassy AND the media—I wouldn't suggest any lawyer there as the first step, since there is every chance you could be taken advantage of.
Regards,
TS
From India, Hyderabad
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It's good that you have posted the 'ad verbatim' of the Notice Period & Termination clauses of your Offer. So far, I think you have been looking at your problem with respect to the clauses 'in isolation,' while you need to look at ALL the clauses TOGETHER (even the court works that way—if it goes to that stage).
What comes out very clearly from both the clauses is:
1. There is no clarity on the resignation/termination norms if an employee resigns DURING THE PROBATION PERIOD.
2. Once an employee is sent on-site (overseas), there is NO WAY he/she can resign between the date of embarking until 6 months after return.
So what you did—by resigning while overseas—is wrong as per the terms of your Offer. Whether it's ethical on the Company's part to give such an Offer is a different question—and I don't think we are debating that aspect in this thread.
Looking at it in another way, even if your Resignation is accepted, as per the Offer you can't expect the Relieving until 6 months AFTER return—you can calculate the total service you would be putting in AFTER the actual Resignation.
The only way out, as far as I can see, is to get out of the situation you are in—since it's now much more than just following the Offer's Terms. Your situation is now mixed up with the legalities of Tanzania as well as International laws—nothing to do with Indian laws, as of now.
The sooner you get out, the better for you. Focus on those lines—and I am more sure now than when I suggested earlier in the thread that it would be better to take some support—the Indian embassy AND the media—I wouldn't suggest any lawyer there as the first step, since there is every chance you could be taken advantage of.
Regards,
TS
From India, Hyderabad
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I consulted an immigration expert lawyer yesterday to understand the law. He told me the following:
1. I have a valid CTA, so I am allowed to carry out temporary assignments in the country (meetings, presentations, etc.). Therefore, my stay here is not illegal. However, I cannot work full-time on the visa.
2. It can be seen from my passport records that I am misusing the law by extending the visa, traveling out and back within 1-2 days, and continuously staying in the country for months. If noticed, I could be deported.
My Stance
- I am willing to serve the 2 months' notice period while staying here (ending by the end of November). However, I am unwilling to stay for 3 months, as that would require me to travel out and back in once again.
- If my company insists on a 3-month notice period, I intend to leave the country on the agreed date, adhere to the law, and challenge my contract with the company. The overseas assignment they provided led me into illegal activities, which the contract cannot enforce.
I plan to be lenient because if the company is willing to waive the 6-month no-resignation clause, it would benefit both parties. However, I am uncertain about potential surprises my company may have for me once I leave, such as requesting reimbursement for all travel expenses and stays (accumulated over 8 months) as per the aforementioned clause.
From Tanzania
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1. I have a valid CTA, so I am allowed to carry out temporary assignments in the country (meetings, presentations, etc.). Therefore, my stay here is not illegal. However, I cannot work full-time on the visa.
2. It can be seen from my passport records that I am misusing the law by extending the visa, traveling out and back within 1-2 days, and continuously staying in the country for months. If noticed, I could be deported.
My Stance
- I am willing to serve the 2 months' notice period while staying here (ending by the end of November). However, I am unwilling to stay for 3 months, as that would require me to travel out and back in once again.
- If my company insists on a 3-month notice period, I intend to leave the country on the agreed date, adhere to the law, and challenge my contract with the company. The overseas assignment they provided led me into illegal activities, which the contract cannot enforce.
I plan to be lenient because if the company is willing to waive the 6-month no-resignation clause, it would benefit both parties. However, I am uncertain about potential surprises my company may have for me once I leave, such as requesting reimbursement for all travel expenses and stays (accumulated over 8 months) as per the aforementioned clause.
From Tanzania
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Legal Advice on Employment Terms
Have someone at home check with a labor lawyer about the validity of the terms of your employment. I remember there are some Supreme Court orders that have invalidated employment terms on grounds of being restrictive and coercive. I think yours comes under that. Legally speaking, you would not be required to follow your terms of employment if it results in doing something illegal, and in such a case, your terms and all conditions are no longer valid. No company in a sane mind will ask you to return the expenses and travel costs when they know that it will take an illegal or potentially illegal document to scrutiny of court and media.
Regards,
Saswata
From India, Mumbai
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Have someone at home check with a labor lawyer about the validity of the terms of your employment. I remember there are some Supreme Court orders that have invalidated employment terms on grounds of being restrictive and coercive. I think yours comes under that. Legally speaking, you would not be required to follow your terms of employment if it results in doing something illegal, and in such a case, your terms and all conditions are no longer valid. No company in a sane mind will ask you to return the expenses and travel costs when they know that it will take an illegal or potentially illegal document to scrutiny of court and media.
Regards,
Saswata
From India, Mumbai
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Few More Updates:
• HR told me on the phone that there is an "internal document" (which is not shared with employees) that states my notice period is 3 months for employees placed onsite, while my employment terms state it is 2 months. He agreed to share it with me. Meanwhile, I heard another HR speaking in the background, saying it is 2 months and they have checked the records.
• When I communicate via email with HR to share this document with me, they tell me to talk to the reporting manager (and only cc HR) regarding any queries related to my relieving.
• My reporting manager says it is an HR concern and emails me to be patient while my concerns are being taken care of. I feel trapped in a deadlock. All I want is to finish my 2 months' notice and leave this place and my company on good terms. By creating confusion, my issues are being delayed in the same way they made me stay here on business and work, saying the work visa is being taken care of.
From Tanzania
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• HR told me on the phone that there is an "internal document" (which is not shared with employees) that states my notice period is 3 months for employees placed onsite, while my employment terms state it is 2 months. He agreed to share it with me. Meanwhile, I heard another HR speaking in the background, saying it is 2 months and they have checked the records.
• When I communicate via email with HR to share this document with me, they tell me to talk to the reporting manager (and only cc HR) regarding any queries related to my relieving.
• My reporting manager says it is an HR concern and emails me to be patient while my concerns are being taken care of. I feel trapped in a deadlock. All I want is to finish my 2 months' notice and leave this place and my company on good terms. By creating confusion, my issues are being delayed in the same way they made me stay here on business and work, saying the work visa is being taken care of.
From Tanzania
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The sooner you realize that your company is playing football with you, the better. What would they gain by doing so? Unfortunately, there are many such companies in India, especially in the IT sector, that use such coercive tactics.
Please go through my earlier response. I had sort of expected some such trick when I asked you to consider seriously about going to the media. There's no point in telling your HR about it. Just go ahead and do it.
Additionally, consider the worst-case scenario: Is your company capable of telling everyone that it was YOUR decision to stay there and work on a Business Visa, especially in light of the fact that they are now bluffing about the notice period being 3 months instead of 2 months? If they find out that you might be contemplating some drastic action, just think about it.
I only hope you have retained ALL the correspondence without deleting any of them. You never know what you might need later.
Regards,
TS
From India, Hyderabad
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Please go through my earlier response. I had sort of expected some such trick when I asked you to consider seriously about going to the media. There's no point in telling your HR about it. Just go ahead and do it.
Additionally, consider the worst-case scenario: Is your company capable of telling everyone that it was YOUR decision to stay there and work on a Business Visa, especially in light of the fact that they are now bluffing about the notice period being 3 months instead of 2 months? If they find out that you might be contemplating some drastic action, just think about it.
I only hope you have retained ALL the correspondence without deleting any of them. You never know what you might need later.
Regards,
TS
From India, Hyderabad
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Legal Compliance Over Company Terms
You must adhere to the law rather than the terms of your appointment. The terms must align with the law, not the other way around. Inform your company in clear terms that their terms and conduct are leading you to commit illegal acts. Let the company know that the terms are ultra vires to the law and cannot be implemented any further. Request the company to resolve the matter promptly. Until then, you will be returning to India, as the law does not allow you to stay in a foreign country illegally or through illegal means. The responsibility will be on the company.
Regards,
From India, Chandigarh
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You must adhere to the law rather than the terms of your appointment. The terms must align with the law, not the other way around. Inform your company in clear terms that their terms and conduct are leading you to commit illegal acts. Let the company know that the terms are ultra vires to the law and cannot be implemented any further. Request the company to resolve the matter promptly. Until then, you will be returning to India, as the law does not allow you to stay in a foreign country illegally or through illegal means. The responsibility will be on the company.
Regards,
From India, Chandigarh
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Thanks. Yes, all documents are retained. Surendra - I plan to not take any nonsense from them until my notice period is over (just 8 more days left). After that, they have no right to tell me anything. I have made this clear to them, but they do not seem to understand. However, I will not let it bother me.
From Tanzania
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From Tanzania
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Notice period.jpg
Notice Period Extension Letter Format.doc