Can My Employer Terminate Me During My Notice Period with Just 5 Days Left?

I am on notice period already, and only 5 working days are left, excluding 2 week offs in the firm. However, without any intimation via email, I was told to join on Zoom, and HR stated that they would be terminating me based on the zero tolerance policy by bringing up the cases that were already discussed 1 month back. It was assured that it wouldn't happen again next time. Nevertheless, they are now revisiting the same cases and trying to frame me for termination from the firm.

I had already resigned in the proper official manner after that, and I am currently serving the notice period, which will end on 18th April 2023. Please let me know if they can take such actions at the end of my notice period. I had already confirmed that I would be serving a 30-day notice period, which was also confirmed by the Team Leader.

That no outbound calls were made for those cases as chats dropped. However, I have mentioned in the case notes why the outbound calls were not made for the respective cases and closed those cases with details in the notes.

Reasons for Not Making Outbound Calls:

1. Some of them were due to language barriers. (Guided to reach out on the number provided for French/Spanish support)

2. These case numbers were never shared with me or had a written warning for them.

3. Also, those cases are mostly from January/February.

Hi, it looks like a plot from management to hinder your proper relieving after the notice period. Just highlighting past issues at the last moment is not a right practice. They should have initiated proper disciplinary proceedings by January or February itself, right from the warning letter, even if you are wrong.

You are referring to some "no outbound calls," which is not very clear, and full details are not found in your reply.

Did your failure incur any financial loss to the company? Do you have any idea?

I won't suggest you constrain your relationship with your employer at this point in time, as it might worsen things further. Please talk to the employer politely and request proper relieving.

This shows the need for maintaining proper rapport and cordial relations until one is relieved. Bringing up all these past issues now, at the very end, appears to be a spiteful reaction, perhaps to seek revenge on you. Is the organization going to reject your resignation? If they terminate your services, ask for payment of the notice period.

Thank you for all the insights shared. Also, I would like to know if the company can mark my attendance as PL (Paid Leave) from their end if their system is not working or they are unable to access the site, which is an issue from the company's end and is still not resolved. So, are they eligible to mark my attendance as PL? Or am I eligible to get that PL as paid in my full and final settlement?

Hi, whatever outstanding PL in your leave account should be encashed along with the full and final settlement. Your first question is not very clear.

They marked my attendance as PL in the system because I am not on production in the system. The issue is from their end and not from mine. I believe it should be marked as Present for all dates since it's their system issue. I am updating them every day that no password reset link was received when my login hours would start. I feel it's unfair that they are marking my attendance as PL (paid leave) due to a system issue, which should be compensated in FnF as paid for those days.

Legally, there is no bar to initiating proceedings against a person who is on a notice period. However, it is impermissible to terminate an employee without following due process.

It could also be that, in the present case, there is an element of promissory estoppel. However, the facts posted are insufficient to suggest a definite opinion.

The company has not given me a warning letter or any documentation, nor have they shared any details about the cases with me via email. Also, those cases have never been shared with me through email. They are simply trying to obtain documentation from my end to acknowledge a mistake that I haven't even been informed of or had data shared about, or been warned about via email.

My concern is that without any documentation provided to me or any warning via email, they are attempting to terminate my employment. Moreover, the minutes of the meeting on that day have not been shared or documented with me.

Is it legal or fair that they are trying to push me out when only a few days are left?