Dear Amadhan72,
Management should hold impugn to such pestering employees to resign. Guilt may be intentional or unintentional, but once the employer has decided to terminate his services they should releive him with Full & Final Settlement. Now it is understood a dispute, henceforth, the employee has to have de rigueur material (emails sent to management regarding his salary, any letter provided by the employer stating his relieving, his salary drawn till month, date of duties attended etc) by which he can send a a letter asking them to release your F&F in a Registered post with AD. The acknowledgement speaks it all. For redressal, the employee may approach a Labour Commissioner's office located of the area close to the palce of employer. The person shall be given an application where compulsory information has to be furnsihed with all the documnet copies related to the employer (along with the AD letter). The Conciliation officer will visit the management and speak to them to redress grievance. Most of the cases in which I've seen, they are 85% of resolved cases.
Farthest point is the Manager can simply find another job if he has rest of the certificates (relieving, experience etc.) instead of showing grievance against the company.
Points to dredge up:
- Any employee when "ASK TO LEAVE", she/he has all rights to question the employer instead resigning sightlessly. It is out of ordinary terms if the Manager isheld responsible for any activity against his terms in employment.
- A nominal research whether such assertion is only made to him or any other employees filing complaints against the said employer.
- Decide whether you want to go leagal for any punitive damages caused to you for an intentional termination -- Be a best judge yourself.