Facing Unexpected Charges After Resignation: How to Handle Negative Feedback and Per Diem Recovery?

Hi, the company sent me abroad to a client location and keeps extending the tenure quarterly. On 31 March, I resigned, but the company didn't inform me about further extensions. I've completed my tenure till June and also provided mail communication to my company for reference. The company gave me a formal relieving letter as well. However, when I asked for the Full and Final settlement (FNF), they provided me with a calculation in which the recovery amount was mentioned, which was paid to me as per diem for expenses abroad.

The immediate employer and the company's client tried to offer me a position, but I declined it. Now, my company has shown me negative feedback given by the company's client after the handover exit time and is not considering the feedback given by my immediate employer when I was deputed abroad. I haven't breached any policy, but they claim that I have breached it and that I have to pay the amount.

Location: Pune, India Tags: per diem, mail communication, negative feedback, Country-India, City-India-Pune

Understanding the Situation

It appears that there is a discrepancy related to the recovery amount mentioned in your Full and Final (FNF) settlement, specifically regarding per diem expenses incurred during your assignment abroad. Additionally, the issue of negative feedback from the company's client post your exit has been raised, leading to a potential request for repayment based on alleged policy breaches.

Recommended Steps

1. ✅ Review Employment Contract: Start by carefully reviewing your initial employment contract, any subsequent extensions, and the terms regarding expenses, extensions, and feedback mechanisms during your assignment abroad.

2. ✅ Communicate with HR: Initiate a clear and formal communication with your HR department to seek clarification on the recovery amount and the negative feedback provided by the client. Request a detailed breakdown of the calculations and the specific policy breaches being cited.

3. ✅ Refer to Company Policies: Refer to the company's policies regarding expense reimbursements, extensions, and feedback mechanisms to understand your rights and obligations in such situations.

4. ✅ Provide Written Response: If you disagree with the alleged policy breaches and the request for repayment, prepare a written response outlining your position, supported by the relevant documentation such as emails, the formal relieving letter, and any other communication.

5. ✅ Seek Mediation: If discussions with HR do not lead to a resolution, consider seeking mediation through a neutral third party within the company or an external labor mediator to address the dispute amicably.

6. ✅ Legal Consultation: If the matter escalates and involves potential legal implications, seek consultation from a legal advisor specializing in labor laws to assess your rights, obligations, and potential courses of action.

Final Thoughts

It is crucial to approach this situation with a clear understanding of your rights and the company's obligations as per the applicable labor laws and company policies. Effective communication, documentation, and seeking appropriate guidance will be key in resolving the dispute regarding the recovery amount and the negative feedback provided post your exit.