PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
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KK!HRFrom the details, the designation, nature of duties of the employee are not clear. As you are falling within the PF coverage and presuming you to fall within the category of 'workman' as per Industrial Dispute Act 1947, you may send a notice stating the facts as above and seek reinstatement in service or else notice pay, leave salary, compensation for wrongful termination etc. Endorse copy to the local Labour Officer and start the process of adjudication.
From India, Mumbai
Feb 2020 issue, and the post comes on board after 10 months
if the employer refused to entertain, the employee had to file a complaint with local LC, it does not matters that the formal appointment letter is available or not, but the salary slips or bank credits are enough evidence to prove the employment,
Please be rational and mention details that what measures has been taken by employee towards the issue except th9is one failed meeting with director
shops and establishment office as well as factory department both have own labor inspectors who look such matters at primary stage, the employee had to raise the issue on their table either by attending them or through letter or email correspondence, to resolve the issue
one point is not mentioned that in the email sent, the employee asked for emergency leave or mentioned that he/she is unable to attend from ......... , this language difference may tender an upper hand to the employer,
Now, collect your salary payment evidences and lodge complaint with labor department of employer jurisdiction, they will surely tender their help to resolve the issue
AmitabhdasThanks for your reply @KKK!HR The role was Project Coordinator.And Nature was to look after Project related work.
From India, Kolkata
AmitabhdasThanks for your reply @Glidor In the email sent,employee asked for emergency leave. The organisation did not provided any payslip.
From India, Kolkata