I have joined an organization where my team started escalating issues for every trivial reason, and our HOD began believing them without personally discussing with me, as they are the old and staunch loyalists of the HOD. I have informed the same, stating the issues, and resigned from the organization during my probationary period.
My resignation has been accepted, citing ill health as the reason (which is not genuine), and I have been relieved by the HOD without being given time to serve any notice period. I have even mentioned the issues in the exit form and escalated them to management about the team's misbehavior and the HOD's support to them on my Last Working Day (LWD). On the same day, further discussions occurred with the same team to prove my guilt, and they asked me to sign an apology letter, which I rejected.
Keeping that in mind, instead of issuing me a relieving letter, they want to issue me a termination letter for escalating the issue with management, stating that I have made false allegations and that, as per the appointment terms, it is misconduct.
After a proper resignation, can a termination be issued?
Kindly suggest to me how to proceed with this.
From India, Hyderabad
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My resignation has been accepted, citing ill health as the reason (which is not genuine), and I have been relieved by the HOD without being given time to serve any notice period. I have even mentioned the issues in the exit form and escalated them to management about the team's misbehavior and the HOD's support to them on my Last Working Day (LWD). On the same day, further discussions occurred with the same team to prove my guilt, and they asked me to sign an apology letter, which I rejected.
Keeping that in mind, instead of issuing me a relieving letter, they want to issue me a termination letter for escalating the issue with management, stating that I have made false allegations and that, as per the appointment terms, it is misconduct.
After a proper resignation, can a termination be issued?
Kindly suggest to me how to proceed with this.
From India, Hyderabad
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A resignation becomes final when you are relieved from service. Until that time, the organization can reject the resignation and take action.
From the post, it is not clear whether the relieving had become final on your LWD. By the way, is it making any difference to you since your service period seems to be very short?
From India, Mumbai
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1593From the post, it is not clear whether the relieving had become final on your LWD. By the way, is it making any difference to you since your service period seems to be very short?
From India, Mumbai
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Thank you for your suggestion, sir. To clarify, I resigned on the 20th of October, for which I received acceptance from the HOD on the 23rd of October stating that my Last Working Day (LWD) would be the 25th of October and I would be relieved on the same day. I later found out that they intended to issue a termination letter and were not planning to settle any terminal benefits on the 30th of November, as stated in a notice sent to my home along with company employees. However, before sending the notice, they had credited my PF account.
Upon challenging the notice via email and including management in the loop, they promptly credited my Full and Final (F&F) settlement on the same day. This action seems to be driven by their ego, which is why I am determined to secure my relieving letter.
From India, Hyderabad
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Upon challenging the notice via email and including management in the loop, they promptly credited my Full and Final (F&F) settlement on the same day. This action seems to be driven by their ego, which is why I am determined to secure my relieving letter.
From India, Hyderabad
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Resignation cum relieving letter.doc