Hi, I had a bond with my employer, but the work environment was not good, so I had to resign within two months of joining. My CEO asked me to continue working, assuring me that I could leave without a bond with a two-month notice at any time. After 15 months, my boss accused me of spoiling the team, claiming nobody was happy with me. Feeling hurt, I decided to resign and submitted my papers. The situation escalated after my resignation, as the MD/CEO began threatening and pleading with me to continue working through messages. However, since I had committed to joining my next organization, I did not comply but continued to serve my two-month notice period, ultimately serving 2.5 months.
On the salary day, my HR sent a pre-written email, forcing me to sign it if I wanted to receive my salary for the month. Having served more than the two-month notice, I stopped working from that day. I sent a request email twice, but they ignored my messages.
Finally, I sent a legal notice to the HR manager, but it was returned with the message "ADDRESS LEFT WITHOUT INSTRUCTIONS." The next day, I served the notice through WhatsApp and email to my reporting manager, CEO, HR, and CMD. Now, the HR manager, who was left without instructions, has blocked me on WhatsApp.
How should I proceed?
From India, Bengaluru
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On the salary day, my HR sent a pre-written email, forcing me to sign it if I wanted to receive my salary for the month. Having served more than the two-month notice, I stopped working from that day. I sent a request email twice, but they ignored my messages.
Finally, I sent a legal notice to the HR manager, but it was returned with the message "ADDRESS LEFT WITHOUT INSTRUCTIONS." The next day, I served the notice through WhatsApp and email to my reporting manager, CEO, HR, and CMD. Now, the HR manager, who was left without instructions, has blocked me on WhatsApp.
How should I proceed?
From India, Bengaluru
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Dear member, I wish you had approached this forum before sending a legal notice to the employer and not after. There is nothing wrong with sending a notice, but the matter could have been handled differently. By sending a notice, you have convoluted the matter a little.
Questions to Consider
What is the nature of your industry? How many people work in your company? What is your designation? How many persons report to you? Replies to these questions are necessary to assess whether the provisions of the Industrial Disputes Act, 1947, apply to you or not.
Thanks,
Dinesh Divekar
From India, Bangalore
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8108Questions to Consider
What is the nature of your industry? How many people work in your company? What is your designation? How many persons report to you? Replies to these questions are necessary to assess whether the provisions of the Industrial Disputes Act, 1947, apply to you or not.
Thanks,
Dinesh Divekar
From India, Bangalore
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