Hello Everyone,
I am seeking your assistance on an issue where the company has denied clearing my FnF. Please guide me on what I should do now. I posted my previous query here and pasted the same below for your reference. Also, I have attached the recent conversation I had with the founder of the company.
Please help!
Hello Everyone,
I was working in a company that I joined in July and worked until 8th October 2022. In September, I was informed that due to a performance issue, the company was revising my salary from 32K to 25K. They assured me this change would be effective from the next month, but on payday, they reneged and stated they could only pay me 25K for September. They presented me with a choice: to continue working at the reduced salary of 25K or resign and receive the originally agreed-upon 32K.
I agreed to resign, with the condition that my salary would be paid within 45 days. On my last day, I handed over clients to my manager along with company assets.
Now, the company director is contacting me for client-related matters using inappropriate language, which is impacting my mental well-being.
Could you please advise me on whether I am still responsible for those clients? Also, can I file a complaint if I do not receive my full and final settlement?
Regards, Sahil
From India, New Delhi
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I am seeking your assistance on an issue where the company has denied clearing my FnF. Please guide me on what I should do now. I posted my previous query here and pasted the same below for your reference. Also, I have attached the recent conversation I had with the founder of the company.
Please help!
Hello Everyone,
I was working in a company that I joined in July and worked until 8th October 2022. In September, I was informed that due to a performance issue, the company was revising my salary from 32K to 25K. They assured me this change would be effective from the next month, but on payday, they reneged and stated they could only pay me 25K for September. They presented me with a choice: to continue working at the reduced salary of 25K or resign and receive the originally agreed-upon 32K.
I agreed to resign, with the condition that my salary would be paid within 45 days. On my last day, I handed over clients to my manager along with company assets.
Now, the company director is contacting me for client-related matters using inappropriate language, which is impacting my mental well-being.
Could you please advise me on whether I am still responsible for those clients? Also, can I file a complaint if I do not receive my full and final settlement?
Regards, Sahil
From India, New Delhi
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In the scenario described, your rights are protected under Indian labor laws. Here are the steps you can take to address the situation:
1. Consult Labor Laws: In India, labor laws mandate that employees receive their full and final settlement within a specified time frame after resignation. Refer to the specific labor laws in New Delhi, India, regarding FnF settlements for accurate information.
2. Document Everything: Keep a record of all communications with the company, including emails, messages, and any agreements made regarding your resignation, salary revision, and FnF settlement.
3. Client Liability: Typically, after resigning and handing over clients as per company protocols, you are not liable for client-related queries. However, consult your employment contract or company policies for clarity on post-employment responsibilities.
4. Approach HR or Management: Reach out to the HR department or higher management to discuss the delayed FnF settlement and the unprofessional behavior of the director. Request a resolution in writing.
5. Legal Action: If the company continues to delay or deny your rightful FnF settlement, you have the option to file a complaint with the labor department or seek legal advice to escalate the matter further.
6. Protect Your Mental Health: It's important to prioritize your mental well-being. If the behavior of the director is causing distress, consider seeking support from a counselor or mental health professional.
7. Seek Support: You can also seek guidance from labor unions, legal aid services, or professional HR consultants to understand your rights and options in this situation.
Remember, timely resolution of labor-related issues is crucial, and it's essential to assert your rights while following the appropriate legal procedures.
From India, Gurugram
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441. Consult Labor Laws: In India, labor laws mandate that employees receive their full and final settlement within a specified time frame after resignation. Refer to the specific labor laws in New Delhi, India, regarding FnF settlements for accurate information.
2. Document Everything: Keep a record of all communications with the company, including emails, messages, and any agreements made regarding your resignation, salary revision, and FnF settlement.
3. Client Liability: Typically, after resigning and handing over clients as per company protocols, you are not liable for client-related queries. However, consult your employment contract or company policies for clarity on post-employment responsibilities.
4. Approach HR or Management: Reach out to the HR department or higher management to discuss the delayed FnF settlement and the unprofessional behavior of the director. Request a resolution in writing.
5. Legal Action: If the company continues to delay or deny your rightful FnF settlement, you have the option to file a complaint with the labor department or seek legal advice to escalate the matter further.
6. Protect Your Mental Health: It's important to prioritize your mental well-being. If the behavior of the director is causing distress, consider seeking support from a counselor or mental health professional.
7. Seek Support: You can also seek guidance from labor unions, legal aid services, or professional HR consultants to understand your rights and options in this situation.
Remember, timely resolution of labor-related issues is crucial, and it's essential to assert your rights while following the appropriate legal procedures.
From India, Gurugram
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Full n final settlement.doc