Complete Detail About Various Labour Laws And Checklist

Hello,

I am posting details on various labor laws and related checklists. The work herein is the result of the efforts of many individuals; I have simply compiled and presented it. I hope members here will find it enjoyable.

Thank you,
Octavious

For various links to my posts, kindly visit the links provided below:

[Major HR Links](https://www.citehr.com/99968-major-hr-links.html)

Hi Octavios,

I joined an organization and left it in 27 days. I was a rehire in that organization, but because of personal reasons, I had to make a move to another firm. I resigned without serving the notice period, as I was in training and was not aware of who my manager is. I took the trainer's help and contacted a PM who was supposed to be my manager if I had stayed in the company. I had a chat with him, explained everything, and resigned. I gave him my contact details in the resignation email for further communication and forwarded the same email to the HR mailbox.

It has been a month now, and I have been moving in circles to get my relieving letter and F&F statements. Nobody responds properly, and they say they have treated it as a case of absconding or involuntary exit. I contacted the manager with whom I discussed my resignation, and he now says he is not the concerned person to talk to. He mentioned that I should talk to the HR and the resource manager (as I was in training).

In this case, as I have already missed my joining date by a month, somehow I have kept the offer on hold. Also, if that person was not the concerned manager, why did he initially take my interview regarding my resignation? He never informed me, nor did the HR, that he is not my manager, and the real manager responsible for starting the termination process does not know everything about my resignation. I am mentally and physically exhausted from following up with these individuals for my relieving letter and other documents, and I never see a positive response.

Can you also differentiate between absconding and involuntary exit processes? How does the company treat the employee in such cases?

I am in need, and I would appreciate it if you could reply ASAP.

Kind regards,
Deepu

Dear sir,

I am preparing for an interview. I did PG in HRM and have one year of experience in a hotel as a Liaison Executive. They recruited me as an Executive HR, but the hotel was in the initial phase, and the HR department was not established. I worked there for one year, and now I want to switch from the hotel as they only used me as a Liaison Executive. I have now interviewed at PVR and cleared two rounds. The final round is next Tuesday, and I am afraid that I don't know how to fill ESIC and PF forms. Please guide me. I hinted a little bit to them about the reason they only used me as a Liaison Executive. What should I do? Please suggest as soon as possible.

Email: rajrishi_rathore@yahoo.co.in

Hi Deepu,

Not sure if somebody had replied to you already.

I feel it's up to the employee to intimate the HR along with the reporting manager while submitting the resignation. In case any employee doesn't follow this, they will more likely be treated as absconding.

In your case, as you say, even though you have intimated your manager, you are not sure if it was the correct way/procedure that had to be followed. It would have been safer if you could have obtained a resignation acceptance letter/email before your last day at work in that particular company. However, normally companies won't provide a resignation acceptance when the employee is not serving the notice period.

Now, you can provide the new company with copies of your communication with the old company and try to convince them.

Sandeep