I need an urgent guidance please.
My Spouse is an architect and was working with a company in Gurgaon Haryana. Due to harassment by reporting boss, he left the organisation within 8months of service i.e. 255 workdays. At the time of the interview, he was selected for Gurgaon location but on the day of joining he was asked to go onsite for 3-4months which later got extended to 7.5months. During this period he was not allowed to take any leaves. The company did not give him any travel allowance nor transfer of location benefits and after 7 months when he asked for a leave, his manager started abusing him and denied to give leave. After continuous follow up, they booked a train ticket for him (as per his entitlement) to travel from Assam to Delhi but they did not give any formally written mail for the approval of leave. As per his leave request, he was on leave for 22days (including holidays and weekly offs) and when he reported back to the office in Gurgaon, he was not offered any job and was left sitting idle in the reception area of the company. He raised a complaint with the HR department but upon seeing no response he decided to resign from the company and look for another job. He resigned on the 3rd day of his joining (post leave) and was willing to serve notice period but after 2 days of his resignation company asked him to not to come to office as his resignation was accepted and he didn't need to come to the office for completion of the remaining 27 days as required by a contract. So he stopped going to the office and started looking for another job.
Even after regular follow ups, company did not clear his dues for almost a year so he sent a legal notice to the company for clearance of dues. Finally, the company replied to his mail as a full and final settlement along with a scanned copy of cheque and a draft of acceptance letter which he was supposed to sign and send to them. The calculation was almost half of what he was actually supposed to get so he asked for a detailed statement of calculation to which they just sent him salary statement (out of 16 days total 13 paydays was considered in the calculation) with an additional column of reimbursable.
Leaves, Notice period, reimbursement details, deductions, allowances as per policy etc was not covered in the settlement. So, he asked for clarification as enclosed in below points followed by the response received from the company.
Que 1: Earned leaves for 255 Days of association with the company
Ans: As per terms and conditions of your employment, EL is admissible on completion of one year service with the company. You voluntarily resigned before completing one year and hence not eligible.
DOUBT: As per Haryana S&A Act section 14, after 20days of work with company one 1EL is allowed so whether company policy super cedes the law?
Que 2: Rs1700/- which was retained from my monthly salary and was supposed to be disbursed after one year
Ans: As per terms of your appointment letter; Retention will be paid on completion of one year; since you have resigned before completion of one year; hence not entitled for retention pay.
DOUBT: Being a permanent employee of the company can an employer hold any such amount from salary without disclosing it in salary slip? Whether it becomes non-claimable even if it is part of CTC? Whether there is any provision for retention money in law?
Que 3: Details of reimbursements given to me under Transfer of location / Travel allowance policy of Voyants
Ans: Already settled/accounted for in your full & final statement as per bills submitted by you.
DOUBT: Can a company deny sharing detailed information? Can a company deny paying travel allowance and DA as per travel policy stating that you were transferred and can simultaneously also deny paying transfer of location benefits?
Que 4. Leave deductions / unpaid leaves statement, as per my July salary slip I was having 10CL and 10SL balance in my account
Ans: You have been given 12 paid leaves as per your entitlement.
DOUBT: Whether a company can change leave entitlements without any notice to the employee at its own discretion and can change approved leaves under unpaid leaves.
Que 5. Payout against Notice period as I was asked to stop serving notice period though I was willingly serving notice period.
DOUBT: In above condition can company deny one month notice period as applicable as per agreement.
Please help, your guidance would really be very helpful in getting our hard earned money.
Thank you in advance for taking time and your kind guidance.

From India,
Head Process
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This was a very long question. I just want to tell you some brief policies; for every company whose associate with private or government; according to state act. Some policies can be implemented like salary structure, wages, leaves, working hours, holidays, etc. those may vary according to the conditions or situations, if the company people denied for any the mentioned details above; your spouse can directly go to labor court and drop a petition. but here the case is they ask your spouse to resign the job and don't come in notice period (if the same you have document signed by head/ manager, if the employer wants any employee to leave with in the notice period, the employer has to pay the salary which comes under lieu policy) might your F&F settlement have those money.
Bills in LTA can only be claimed for the journey of to and fro, so check the bills whether you put for the journey or expenses.
Most companies wont provide leave provisions with in the year of working, they may mention in CTC contract, but as per company policy leaves are very neutral, you can also fight this thing in labor court.
Documents carry offer letter, CTC any mail proof/ contract agreement for on-site job resignation acceptance reply from the company at last any other supporting documents.
I hope your spouse doesn't have PF- if yes, ask him the get those details at earliest before of F&F.

From India, Hyderabad
Shailesh Parikh_HR Pro

Dear Nidhi
You have written very descriptive.
I understand most of the issues/queries could be answered only based on study of company policies and facts.
I will answer regarding your query related to Notice Pay.
Please refer the terms f appointment mentioned in the appointment letter. Did your spouse mentioned his last day of working/relieving ?
If he has mentioned any specific date, the company is bound to relieve him on or after that date. If company wants to relieve him early, the comp nay must pay towards the Notice Period (as the employee is required to serve the notice period, the company is also required to give notice period or pay equivalent to the notice period) as mentioned in Appointment letter, or else it can be claimed as retrenchment and you can raise an industrial dispute for not paying retrenchment benefits etc.
Shailesh Parikh
99 98 97 10 65

From India, Mumbai
I have worked in one pharma company and relived 45 days back. till they are not providing the full and final settlement. now they are asking legal agreement on confidentiality. How can I give after relieving.
please advise.

From India, Bengaluru
Matthew Lewis
When your takeoff from the organization and last working day is affirmed, you can make your arrangements. Act with respect as you are still in business. Your notoriety will rely upon how you carry on now. Be proficient and stay away from the indiscretion of rationally looking at your office amid your notice period. PhD Dissertation Writing Service
From United Kingdom, London
Out there, they're picking up each other. In his heart, he silently welcomed the rain. Who are we now? basketball games
From Vietnam, Bac Giang
The notice period is a policy that will benefit employers. It is also important to note that there is no statutory notice period for the employee and there are no statutory requirements for this employee. It all comes from employment contracts / service contracts. I do job at <a href="">Assignment Writing Assistance</a> and they don't force their employees to serve notice period. but they proper way is that after one month of work, the worker must inform the employer at least one week in advance. Longer working hours do not affect this minimum. However, the contract notice contains a number of notices that the employer can specify regarding the employment relationship and may be longer than the statutory deadline.
From United Kingdom, London

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