I work with a 3rd party payroll. My company terminated me without any notice or notice period. I received the termination letter backdated and got the letter after 12 days. During this gap, I did not receive any intimation or letter. After discussing with everyone, they are not supportive and are not giving me the 30 days' notice period. In my offer letter, it clearly mentions that either party should give a 30 days' notice. I also have not received all my pending incentives to date.
After discussing with both parties' HRs and the Director, they are saying they need some time and are not providing a proper response. Please guide me on what I should do.
Thank you.
From India, Delhi
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After discussing with both parties' HRs and the Director, they are saying they need some time and are not providing a proper response. Please guide me on what I should do.
Thank you.
From India, Delhi
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Termination and Legal Recourse
Termination in backdating is illegal. Furthermore, termination without notice pay in lieu of the notice period is illegal. File a complaint with the inspector under the Shops and Establishment Act against the termination and for the recovery of dues and damages.
Thanks,
Sushil
From India, New Delhi
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225Termination in backdating is illegal. Furthermore, termination without notice pay in lieu of the notice period is illegal. File a complaint with the inspector under the Shops and Establishment Act against the termination and for the recovery of dues and damages.
Thanks,
Sushil
From India, New Delhi
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It is possible they may terminate without notice and intimation in case of misconduct or providing incorrect information. In such a situation, what should I do? The letter mentions an activity I did not engage in. The subject of the letter is "Non-Performer."
Thank you.
From India, Delhi
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Thank you.
From India, Delhi
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Challenging Termination Based on Misconduct Allegations
Since the termination is based on allegations of misconduct which you refute, you can challenge it before authorities under the Shops and Establishment Act. If you are covered as a workman under the ID Act, challenge it before the labor court after raising an industrial dispute.
Thanks,
Sushil
From India, New Delhi
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Since the termination is based on allegations of misconduct which you refute, you can challenge it before authorities under the Shops and Establishment Act. If you are covered as a workman under the ID Act, challenge it before the labor court after raising an industrial dispute.
Thanks,
Sushil
From India, New Delhi
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I discussed with HR, and they informed me that I am terminated due to performance issues. This information is also recorded on my cellphone. They mentioned that my manager had already discussed my performance with me; however, I did not receive any written communication regarding my performance. I was employed with a Pvt Ltd company in an off-roll capacity.
Guidance Needed: Next Steps After Termination
Now, I need guidance on what steps to take next. Should I consider approaching the labor court for this matter?
Regards.
From India, Delhi
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Guidance Needed: Next Steps After Termination
Now, I need guidance on what steps to take next. Should I consider approaching the labor court for this matter?
Regards.
From India, Delhi
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Notice of Employee Change.doc
Legal Clarification on Non-Performer Termination, Project Based Appointment Letter, Setting UP .pdf