Dear Annonymous,
One of my friend has faced a similar situation as you.
Never be afraid if you are right?
As you said, you already seem to have all the things documented on email, but my question is, Is it on the email server of the company? if it is, they might do a nick pick on that.
Secondly,
Do you have a written letter of resignation, duly signed acknowledgement form the office, HR.
I would second the idea of Dinesh Divekar to approach Labour Officer with a written request to support, and then send the notice inline with Factories Act 1950, to the employer.
Also, put the clause of harrasment in the notice whcih will make this more serious.
Thank you.
From India, Mumbai
8One of my friend has faced a similar situation as you.
Never be afraid if you are right?
As you said, you already seem to have all the things documented on email, but my question is, Is it on the email server of the company? if it is, they might do a nick pick on that.
Secondly,
Do you have a written letter of resignation, duly signed acknowledgement form the office, HR.
I would second the idea of Dinesh Divekar to approach Labour Officer with a written request to support, and then send the notice inline with Factories Act 1950, to the employer.
Also, put the clause of harrasment in the notice whcih will make this more serious.
Thank you.
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Termination-emp loyment_563.pdf
Employer-employ ee_866.jpg