Hi,
I joined Infosys (with 5 years of experience) and absconded within 5 days due to a family crisis. I tried to make a smooth exit, but neither HR nor my manager assisted me. After a month, I received the first letter regarding a policy breach, and eventually, I was sent a termination letter. Some time later, I was contacted by a third-party background verification company (which Infosys had engaged during the onboarding process). Surprisingly, Infosys did not halt this process, and the verification company struggled to locate my address for verification. I did not answer their call but learned the reason for it from the message and email they sent. Despite numerous attempts to contact me via call and email, I did not respond to any of them. (I am unsure how the third party resolved the verification request subsequently.)
Now, I am concerned about the potential implications this may have on my future employability, especially when joining a new company or transitioning to a different project, as many IT firms utilize the services of the same background verification company. This issue has been troubling me for the past few days. I would appreciate your valuable insights on this matter.
From India, Gobichettipalayam
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I joined Infosys (with 5 years of experience) and absconded within 5 days due to a family crisis. I tried to make a smooth exit, but neither HR nor my manager assisted me. After a month, I received the first letter regarding a policy breach, and eventually, I was sent a termination letter. Some time later, I was contacted by a third-party background verification company (which Infosys had engaged during the onboarding process). Surprisingly, Infosys did not halt this process, and the verification company struggled to locate my address for verification. I did not answer their call but learned the reason for it from the message and email they sent. Despite numerous attempts to contact me via call and email, I did not respond to any of them. (I am unsure how the third party resolved the verification request subsequently.)
Now, I am concerned about the potential implications this may have on my future employability, especially when joining a new company or transitioning to a different project, as many IT firms utilize the services of the same background verification company. This issue has been troubling me for the past few days. I would appreciate your valuable insights on this matter.
From India, Gobichettipalayam
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It would be better if you apologize for your behavior and try to get a relieving letter from the company and part on good terms. This will sort out your problem once and for all.
In case the company is refusing to give you a relieving letter, then you have no other option but to approach the labor office of your area and file a complaint requesting the release of a relieving letter.
From India, Mumbai
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9In case the company is refusing to give you a relieving letter, then you have no other option but to approach the labor office of your area and file a complaint requesting the release of a relieving letter.
From India, Mumbai
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The suggestions given by our learned friend SOGEMAR are nice, but I am a little bit doubtful whether they are workable in the backdrop of the march of the events narrated in the post.
It seems that the poster was compelled to abscond five days after joining due to family problems. Since his initial efforts for a smooth exit were not fruitful and orders of termination on account of breach of contract were already issued, he remained incommunicado during the background verification conducted belatedly under the impression that it would be closed at that stage. I don't think that the management would issue relieving orders after termination when they were not ready to accept the precarious condition of an employee beyond his control soon after his joining, even on humanitarian grounds. Maybe they thought that the poster used abscondence due to a family crisis as a ploy to exit. When the termination orders themselves are self-explanatory, I don't think any Labor Officer would tender any advice to the management in this regard, apart from the question of his eligibility to raise a complaint for his total service with the company being just 5 days only.
After a very careful reading of the post, a strong inference occurs to me, which may be wrong, of course, that after five days of joining, the poster would not have been satisfied with the working environment for some subjective reasons or other and in the meanwhile got a good offer from somewhere else and decided to abscond and not to cooperate with the subsequent background verification. Therefore, it is better for him to disclose the fact of his termination and explain the circumstances in a convincing way to the new employer.
From India, Salem
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It seems that the poster was compelled to abscond five days after joining due to family problems. Since his initial efforts for a smooth exit were not fruitful and orders of termination on account of breach of contract were already issued, he remained incommunicado during the background verification conducted belatedly under the impression that it would be closed at that stage. I don't think that the management would issue relieving orders after termination when they were not ready to accept the precarious condition of an employee beyond his control soon after his joining, even on humanitarian grounds. Maybe they thought that the poster used abscondence due to a family crisis as a ploy to exit. When the termination orders themselves are self-explanatory, I don't think any Labor Officer would tender any advice to the management in this regard, apart from the question of his eligibility to raise a complaint for his total service with the company being just 5 days only.
After a very careful reading of the post, a strong inference occurs to me, which may be wrong, of course, that after five days of joining, the poster would not have been satisfied with the working environment for some subjective reasons or other and in the meanwhile got a good offer from somewhere else and decided to abscond and not to cooperate with the subsequent background verification. Therefore, it is better for him to disclose the fact of his termination and explain the circumstances in a convincing way to the new employer.
From India, Salem
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Hello sir, I am Siddaraju DM. I have been working for 10 years at SPML Infra Ltd in the role of Assistant Projects. My tenure was from 06/11/2006 to 21/09/2016. I was terminated without notice and without reason after I had properly cleared my handing over documents and obtained all clearances from management on 28/09/2016. However, my full and final settlement has not been processed yet despite multiple requests. What should I do next? Please advise me, sir.
From India, Bengaluru
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From India, Bengaluru
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Dear Siddaraju,
I think that you have come to the mindset of "enough is enough" and don't want to question your illegal termination. Therefore, I will restrict my answer to that of your full and final settlement.
1) Since the service rendered is 10 years, you are entitled to gratuity at 15 days' salary (sum total of basic and D.A. only) last drawn for every year of completed service, subject to a maximum of Rs. 10 lakh. It should have been paid to you within 30 days from the date of termination. If not, interest liability is there at 10% per annum for the entire period of default. Therefore, you can file a claim under the Payment of Gratuity Act, 1972, before the Controlling Authority for the area where you last worked.
2) You are entitled to the cash equivalent of your unavailed EL at your credit. If you are a workman, you can file a claim under section 33C(2) of the Industrial Disputes Act, 1947.
It is better to engage the services of an Advocate.
From India, Salem
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I think that you have come to the mindset of "enough is enough" and don't want to question your illegal termination. Therefore, I will restrict my answer to that of your full and final settlement.
1) Since the service rendered is 10 years, you are entitled to gratuity at 15 days' salary (sum total of basic and D.A. only) last drawn for every year of completed service, subject to a maximum of Rs. 10 lakh. It should have been paid to you within 30 days from the date of termination. If not, interest liability is there at 10% per annum for the entire period of default. Therefore, you can file a claim under the Payment of Gratuity Act, 1972, before the Controlling Authority for the area where you last worked.
2) You are entitled to the cash equivalent of your unavailed EL at your credit. If you are a workman, you can file a claim under section 33C(2) of the Industrial Disputes Act, 1947.
It is better to engage the services of an Advocate.
From India, Salem
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Background Verification Form.doc