Hi, I need to know a few things. I sent my resignation on March 24th, 2015, for the company I am currently working for. Although initially, my probation period was only six months, it was later extended by another three months. As per my offer letter, the notice period is one day for either party in writing.
1. When can my relieving date be as per this scenario (notice period only one day - company assets already submitted)?
2. In the recent changes in the PF procedures, the employer contribution was also deducted from our salaries, and it was communicated that it would be settled along with the F&F. How should I proceed with this? Any suggestions?
3. To date, the HR has not responded to my emails regarding the exit policy procedures. How can I escalate this?
The crucial issue here is that due to the lack of response to the emails sent to the head office, we were unable to commence operations at the designated locations. This has been portrayed as nonperformance by the entire state team. However, we have all the email correspondence as evidence that the lapse was from the business head. How should we proceed in case the entire state team wishes to pursue compensation, as the company created circumstances that forced us to discontinue the services? What steps can be taken in this instance?
I am seeking a serious suggestion/response from you. I would appreciate guidance on this matter.
Regards
From India, Hyderabad
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1. When can my relieving date be as per this scenario (notice period only one day - company assets already submitted)?
2. In the recent changes in the PF procedures, the employer contribution was also deducted from our salaries, and it was communicated that it would be settled along with the F&F. How should I proceed with this? Any suggestions?
3. To date, the HR has not responded to my emails regarding the exit policy procedures. How can I escalate this?
The crucial issue here is that due to the lack of response to the emails sent to the head office, we were unable to commence operations at the designated locations. This has been portrayed as nonperformance by the entire state team. However, we have all the email correspondence as evidence that the lapse was from the business head. How should we proceed in case the entire state team wishes to pursue compensation, as the company created circumstances that forced us to discontinue the services? What steps can be taken in this instance?
I am seeking a serious suggestion/response from you. I would appreciate guidance on this matter.
Regards
From India, Hyderabad
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Contractual Obligations and Legal Recourse
As per the contract, you are deemed to have been relieved from services after the 25th of March, 2015. Consequently, there is no legal relationship of employer and employee between your employer and yourself after that date. Any certificate of non-performance by the employer thereafter is void.
You can contact the Chief Inspector under the AP Shops and Establishment Act because you appear to be working in Hyderabad, to get your relieving letter. Failing which, pursue a complaint against the employer. Damages can also be recovered for taking action because even after the repudiation of the contract, the employer is enforcing the contract illegally.
Thanks,
Sushil
From India, New Delhi
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225As per the contract, you are deemed to have been relieved from services after the 25th of March, 2015. Consequently, there is no legal relationship of employer and employee between your employer and yourself after that date. Any certificate of non-performance by the employer thereafter is void.
You can contact the Chief Inspector under the AP Shops and Establishment Act because you appear to be working in Hyderabad, to get your relieving letter. Failing which, pursue a complaint against the employer. Damages can also be recovered for taking action because even after the repudiation of the contract, the employer is enforcing the contract illegally.
Thanks,
Sushil
From India, New Delhi
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Withdrawl of Resignation and Notice period.doc