The very purpose of notice period is that employer is able to do orderly transition, complete exit formalities, and employee is able to firm up his future venture and help the employer to complete the exit formalities.
You have tendered full notice the employer wants you to give and the notice employer would give to employee to look for other employment in case employer want to terminate the employee.
If you have tendered full notice {as mentioned by you} you have done well to your employer and have displayed character by not causing abrupt termination.
On your last day employer could make a request to you to stay for ….days and pledge that all wages shall be paid to you.
The employer has leveled allegation to subject you to a drill now and deny FNF settlement and apply coercion, pressure tactics to deny reliving letter etc.so that you come running to him and accede to his tantrums.
Another employee has initiated an interesting thread at following link, and has initiated recovery of wages:
https://www.lawyersclubindia.com/forum/details.asp?mod_id=70662&offset=1#.UMCCfPIyzvo
You should submit a fitting reply addressed to the good offices of your appointing authority, MD, Company Secretary with a copy to Head-HR for payment of salary {by bank DD only in a case like yours}, and correct FNF statement on letterhead of the company under original seal and signature by hand of the competent employee along with his/her full name/designation/dept/address below his/her signature , FNF amount by bank DD only, Form 16 as per correct FNF statement , work experience certificate/service certificate, NOC/NDC, relieving letter, PF number, attested copies of PF withdrawal/transfer form {submit the forms} for submission to PF office by employee etc by redg post so as to reach within next 7 days. You may mention that the contentions of the company in letter dated ………issued under signatures of Mr/Ms……./designation/dept/address are uncalled for as {explain the facts and fine tune as suitable to you} and this letter should be withdrawn in writing by letter thru redg. post to you so as to reach you in say….7 days.
Kindly note that HR may not provide any relief to you until you have a handle on company, as HR has to serve its masters, who might have issued verbal or written instructions. So you may escalate to good offices under acknowledgment and try and meet them and convince them.
If good offices also do not provide any relief you may proceed as deemed fit at your end.
You may consult elders in the family, competent and experienced well wishers, lawyer law firm and fine tune your representations as suitable to you.
In a given situation employee can approach trade union, and/or invoke the provisions of ID Act, IESO Act, Payment of Wages Act, SE Act as per explanation of employee under the provisions of these enactments or approach civil court. Designation alone does not decide that employee is a workman or not.
It shall be appropriate to approach a competent and experienced service lawyer/labor consultant with copies of all of your documents and give inputs in person and proceed under expert advice of your lawyer. Your lawyer shall evaluate the merits and may opine that you fall within the category of workman.
Company may yield to legal notice of your lawyer or you may have to agitate in the appropriate forum. Company may yield to your demands during conciliation proceedings in o/o ALC or the ALC shall issue reference to Labor Court.
You may request good offices to allow you to examine your personnel file being maintained in HO.
You were appointed at Ahmedabad and resigned from Ahmedabad. You can file your complaints etc at Ahmedabad.
Valuable advice of learned experts/members is sought.
