First of all, she was on a fixed term contract with the company for two years and on the expiry of the contract period, ie, on 21st October 2014, the employee employer relationship will come to an end. There is no need to send a termination letter and from 22nd October she is not an employee of the organisation.
Secondly, the company has only informed that they are not interested to renew the contract beyond the original tenure which will end on 21st October and that communication should be taken as an intimation that no further benefits either in the form of leave or medical assistance can be expected.
Now coming to the doubtful or disputable issues in it. There are two things which can be taken as an issue for dispute, one is, that the company had approved 84 days leave. That means she can be on rolls of the company till middle of November 2014 and there could be an automatic extension of contract till that date. If before that her services are terminated, she can raise an industrial dispute.
The period of maternity leave which extends beyond the contract period is the second matter of dispute. Again the company can take a stand that her services stands terminated on 21st October and for the remaining period there is no liability. But will it be convincing when the company had approved leave till mid of November.
Friends please discuss.
29th November 2014 From India, Kannur