Hi All,
I need a guidance for above mentioned topic.
I put down my resignation on 10th November 2018 and according to policy my last working day was 10th December 2018. I was clear on my reason of leaving the organisation (sat and sun off for my further studies and monetary growth), which was promised to me by director, Since the confirmation was not over the mail I considered it as unapproved. This organisation has a habit of not replying to mails of increment, promotions and confirmations. So I considered company doesn’t want to give increment. And hence I took my decision of parting ways. I made constant verbal follow ups with Head of the HR (who is also wife of Director). She kept on delaying for the decision that I was awaiting from senior management.
I myself asked HR to put my salary on hold and give me in my FNF since I was firm on leaving, however that skipped from HR - Head's end.
I served all my 30 days as per the policy and also gave my replacement to the company. I even clarified on mail that I will come down for handover to my replacement. Now I have joined in a reputed organisation and they are expecting acceptance on my resignation and letters too. And if I fail to provide that, I might lose my job.
I don't know how to get this done. I would highly appreciate if the expertise would help me find a way out.

From India
Dear member,
You say that you have served notice period as per the conditions of employment (presumably as mentioned in the appointment letter). You had been accommodative of your employer's requirement and you even arranged your replacement also. Against this backdrop, what average employee could have done?
Now I recommend you visiting your past employer personally and request them to provide the Service-cum-Employment Letter (experience letter). If possible also ask for "No Due Certificate". If they do not provide you with this letter then you may approach the Labour Officer (LO) of your area. However, whether you are eligible to approach LO depends on your designation and whether you had any subordinates.
Dinesh Divekar

From India, Bangalore
Written Acceptance of Resignation tendered by any Employed Person is First Step of giving effect to Resignation request.
Without being releieved from your Employment, again by issue of a Wriiten Order/Acceptance and a Discharge from Muster-Roll Paper put through, it was unwiseto Join another Establishment and the Second Esta erred in allowing you to Resume Duties without submisssion of Written Releiveing/Termination-from-Employment Letter.
You please persuade the Employer to accept your Resignation and approve the same. Double Employment is Prohibited and liable to Punishment.
Kritarth Team
Dec 2018

From India, Delhi
Dear Mr. Divekar, I tried my reaching out to them in every possible way, however the are reluctant about it. I am afraid if I reach in office without notifying they will not entertain me.
From India
Dear Kritarth Team,
My previous employer is well aware of that and hence they are not accepting the resignations.
So that the employees will get in trouble. I have worked with the organisation as HR for 11 months and no single employee has left on a good note. Even when employees served proper notice there payments were delayed unnecessarily. Not only that, if company get any mail for background verification of an employee, they would never reply with honesty.
Company is also into lot of fraudulent activities and making false promises to employees.

From India

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