Hi Seniors,

I was employed with a IT Services company in bangalore on a contract basis. After 1 and a half years of working with them i was forced to go on a medical leave for around 20 days. During which my HR representative asked for supporting medical docs, which i promptly sent. The certificate i sent was the original medical certificate given by the doctor who had treated me earlier.

Then he was not satisfied with this and asked for hospital admission and discharge documents to be sent as well. I informed him that i will try to make it to work to submit the same, but then coz of my health i cudnt make it on the promised day to work and cudnt reply to his call as well.

After a few days i call to find out that i have been terminated and HR Manager is not willing to negotiate to provide a resignation acceptance or relieving letter. They bluntly replied that come background verification they'll say that i was terminated.

Isnt it unethical to terminate someone who is on a medical/accidental leave without prior notification (he cud have sent a sms) or an option to resign?

One more thing is that the contract with the company i was working for was 2 months away from termination by the client. I went on leave from May 4 2011, contract is terminating 30 June 2011. Till now i.e. in the past few months no one from the company has updated most of its employees about the contract termination till the month of May.

I request seniors to review the situation and advise on what/how i can negotiate further.
30th June 2011 From India, Bangalore
1. If the evidence provided by you for your medical leave is not convincing, your company management can treat it as invalid. In such a scenario, your leave period can be treated as "absent from work" which will invite disciplinary action. If you were on the rolls of a contractor engaged by the company, then it is not obligatory on the part of the company to issue a relieving order to you. If the case is otherwise, i.e. you were appointed by the company as a temporary employee, then they should issue a relieving order to you. However, if you are terminated, then they should have given it in writing. But in this case, as you are already terminated you can not tender resignation and accept for relieving. Try to have a polite approach and request the management to issue a relieving letter to you, as termination on disciplinary grounds, will always have a negative impact on your career.
30th June 2011 From India, Bangalore
Hi ...,
Can you answer for the below:
1. Whether you were appointed by company on a contract basis or working with company on behalf of a contractor?
2. Why you were forced to take the medical leaves for 20 days after being a service of 1.5 years?
3. Was there any document issued to you in this regard?
We are also agreed with the argument of Sudhakar that a polite approach and request the management to issue a relieving letter could be better.
30th June 2011 From India, Jaipur
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