I joined a company a month and a half ago. When I joined, I was promised a couple of things. However, after joining (within a couple of days), I realized that none of the promises made were going to be fulfilled. I informed them that I would leave the company immediately, but the management reminded me of my employment terms. Therefore, I decided to serve my notice period. At the end of the notice period, the management requested that I extend it by one more week, which I agreed to in order to ensure a smooth exit without any issues in my salary payout. Suddenly, they are now saying that a couple of components in my salary are quarterly payments that will not be given to me. I reminded them that there is nothing mentioned in the offer letter regarding quarterly payments. They are now claiming that I was not on the payrolls. I argued that since I have served the complete notice period as per the company policy and no documents have been shared with me regarding changes in my employment or salary terms, how can they say that I am not on the payrolls. There has been no response from the HR department, and even the Vice President, who is in the loop, is not replying. Interestingly, they are also claiming that the PF contribution (Employer) is a quarterly payment.
The amount that I am losing is around 18k. Can somebody please help me?
Thanks,
From India, Hyderabad
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The amount that I am losing is around 18k. Can somebody please help me?
Thanks,
From India, Hyderabad
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Answering your query point by point:
- Resignation or continuing service with them is your decision based on your observation.
- Accepting the employer's request to serve notice and extended notice is your loyalty.
- Many components of compensation are periodic and will be paid based on your service, which might not be mentioned in the appointment letter but would be as per company policy.
- Your appointment letter can clarify the matter of whose rolls you are on, either on the company roll or third-party payrolls. That cannot be changed without notice to the employee.
You would have all the proof in your hand to sue them in the respective court. However, my opinion is not to fight for such a small amount, which would not be good for your future itself.
Regards,
Jitender
From India, New Delhi
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71- Resignation or continuing service with them is your decision based on your observation.
- Accepting the employer's request to serve notice and extended notice is your loyalty.
- Many components of compensation are periodic and will be paid based on your service, which might not be mentioned in the appointment letter but would be as per company policy.
- Your appointment letter can clarify the matter of whose rolls you are on, either on the company roll or third-party payrolls. That cannot be changed without notice to the employee.
You would have all the proof in your hand to sue them in the respective court. However, my opinion is not to fight for such a small amount, which would not be good for your future itself.
Regards,
Jitender
From India, New Delhi
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Thanks a lot for the reply. I completely agree with your point.
Regarding Variable and Fixed Components
I agree with the point that it's up to the company to decide the variable and fixed components. How can an employee know if it's not mentioned in the offer letter regarding the variable components? If it's mentioned in the offer letter, then if we like it, we can accept it; else, reject it.
I feel that this is unethical—hiding the details of the payout. Moreover, when I asked him regarding the Terms and Conditions document, he simply said it's a confidential document that cannot be shared.
Yes, as you said, it's not a big amount. If the company was downsizing, then we can leave this amount, and if the company wants to take away that amount unethically or unprofessionally, then I think somebody should be able to help us.
I need small information from you regarding this statement, "...which would not be good for your future itself," what can he do to my future?
Can you please guide me as to whom I should reach out to who can help me? This is not about the amount. The Co-Founder threatened me with my future if I did not stay back.
Proofs I Have
1. Offer Letter.
2. Relieving Letter.
3. Resignation Letter.
4. Email conversations.
Thanks,
Srinath.
From India, Hyderabad
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Regarding Variable and Fixed Components
I agree with the point that it's up to the company to decide the variable and fixed components. How can an employee know if it's not mentioned in the offer letter regarding the variable components? If it's mentioned in the offer letter, then if we like it, we can accept it; else, reject it.
I feel that this is unethical—hiding the details of the payout. Moreover, when I asked him regarding the Terms and Conditions document, he simply said it's a confidential document that cannot be shared.
Yes, as you said, it's not a big amount. If the company was downsizing, then we can leave this amount, and if the company wants to take away that amount unethically or unprofessionally, then I think somebody should be able to help us.
I need small information from you regarding this statement, "...which would not be good for your future itself," what can he do to my future?
Can you please guide me as to whom I should reach out to who can help me? This is not about the amount. The Co-Founder threatened me with my future if I did not stay back.
Proofs I Have
1. Offer Letter.
2. Relieving Letter.
3. Resignation Letter.
4. Email conversations.
Thanks,
Srinath.
From India, Hyderabad
Acknowledge(0)Amend(0)
I mean to say, "which would not be good for your future itself," is that every organization is doing reference checks, and your new employer would definitely do this. If you leave your current organization in controversy, your current employer will provide negative feedback about you, which could be harmful to your future. If you want to sue them, please contact a Labour/Civil Advocate to file a case against them.
Regards,
Jitender
From India, New Delhi
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Regards,
Jitender
From India, New Delhi
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