Worried About Wipro's Settlement Demand: Could Ignoring It Lead to Legal Trouble?

Hello all, I joined WIPRO BPO (HYD) on 5th Nov 2012, and I absconded from 7th March 2013 due to some personal issues. I even received a letter stating that I was terminated. Now, a few days ago, I received a letter concerning Full & Final settlement, and they are requesting me to pay INR 6000 for not serving the notice period. I do not require a relieving letter, and I do not have the funds to pay at the moment. I simply want to inquire if this issue could potentially lead to a court case if I do not settle the dues. If it escalates in that manner, would I end up paying more than the aforementioned amount?

Thanks & Regards, Sai Krishna.

What were your terms of appointment when you joined? Please review and act promptly without further delay. It seems you have completely forgotten that in this networking world, everyone eventually comes to know each other within the circles. I suggest you speak with the HR of your division to explore ways to gracefully resolve any issues. I am unsure if you are still working at another company after leaving your previous organization. It would be easy for them to discover your whereabouts and contact your current employer if they take the matter seriously.

By the way, do not mention any company names, even in adverse circumstances, on social media platforms like this. It is a sure way to invite trouble.

Wishing you all the best.

Regards,
V. Rangarajan

While joining organizations like VIPRO, such as BPOs, every employee is issued a booklet containing service rules and terms and conditions of employment, which should be followed. In your case, since the probation period is not completed, the notice period may not be required to be paid. However, this depends on the terms of employment. As suggested by Mr. Sai, it is advisable to approach HR and explain that, due to family reasons, you need to leave and request a waiver of the notice period if the company's rules demand it. I hope your request will be considered. I would like to mention that a relieving letter is also necessary when you have the appointment letter. Best of luck.

Regards,
Eswararao Ivaturi.

Understanding Service Rules and Terms

The basic principle is to follow your service rules and/or the terms and conditions mentioned in your appointment letter. You may be in trouble if you do not follow this.

Proper Relieving Process for Employees

It's better to be relieved properly for any employee. In your case, you have already received a termination letter for your unauthorized absence. Talk to HR and explain the situation. They may suggest a positive way to get proper relieving. In some cases, they may go for legal actions as well.

Best wishes,

As per your post, it is quite evident that you have worked in the said organization for a period of 5 months, and as such, I feel that it may be a probation period. Most companies don't have any notice period clause for probationers. So, you should check the terms of your appointment and act accordingly. Now that the company is asking for some payment, it seems to be the amount you need to pay in lieu of not serving the notice period.

If you leave this issue by absconding from it, the chances are very high that you may not get a job in the BPO sector in the future, as HR professionals share the credentials of such absconding employees who leave the job by flouting the rules. At least, they share the details within the same sector.

The best solution is that you just talk to the HR executive of the same company.

Regards,
Usman HR Professional

To avoid further problems, it is better to meet the HR immediately and act accordingly. If you have an appointment order, a relieving letter is mandatory. Behave professionally and face the situation as a dignified person.

Wishing you all success,

Regards,
Venkat
[Phone Number Removed For Privacy Reasons]

The post states that the concerned person started absconding and, as such, committed misconduct leading to his termination (even without an inquiry and proving charges, as I understand). Now, management, after his termination, wants to settle his FnF account and has asked for the notice period. I fail to understand why a notice period is required when the employee has not resigned. He engaged in misconduct (absconding) and was punished by having his services terminated, which he accepted. Therefore, there should be no need for a notice period. Is it possible for them to change the termination to resignation and provide all necessary documents to the employee (such as relieving letter, experience certificate, etc.)?

Understanding Resignation vs. Termination

It is important to recognize that resignation and termination are two different aspects. Resignation signifies an amicable separation or cessation, whereas termination carries a stigma for the employee.

Thank you.