The issue does not pertain to BGV although you have cited BGV in title of the thread.
Before the HR proceeds for this so called one to one meeting you should submit minutes of discussion addressed to Manager, HR personnel (with a copy to appointing authority, MD, Chairman) under proper acknowledgment with a copy to you, so as to build favorable record in your favor.
The meting to extract resignation from you citing termination or termination later shall adversely affect you in the long run hence you should defend and protect your interest.
The HR has used terminologies that do not convey the actual meaning to suit their interest (leave apart legal or literal meaning) e.g. Block List!
It is guessed that by Block List::::: the HR means to convey the name of companies with which it might signed ‘NON Poaching Agreement’………………………Isn’t it?
Did your previous company not issue salary slips and does your current company issue salary slips?
It is mandatory to issue wage slip/pay slip/salary slip; Payment of Wages Act :Sec13A…………………………..
You are at no fault.
Hence you need to handle the situation deftly and expertly so that you are affected.
1. You must explain the episode of asking for bank statement, then claiming it as false, forcing you to run to the bank to fetch printed statement with seal and signature…………………………..thus veiled allegation (verbally without any thing in writing) that you have submitted false document so as to force you to resign or face termination.
2. Message thru Manager to tender resignation or face termination for no fault of yours.
Mention dates, phone numbers, names, designation, name of company, address…………………….brief minutes of discussion etc.
Since you have been threatened of termination you can raise dispute now and can succeed to get injunction…………….
As rightly suggested by Mr.Yadav approach a competent and experienced labor consultant/service lawyer ASAP.
Record all transactions (audio/visual) and preferably keep some witness be it some colleague, friend, employee’s union, trade union member etc…………for use a t appropriate time in appropriate forum and keep the memory card separately and safely.
If the company resorts to termination it may amount to retrenchment.
You can approach:
IT/ITeS employees unions, Employees Unions, Trade Unions, Lawyer/law firm, Lawful authorities……………….
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Inspector under Payment of Wages Act; Applicable to all employees drawing wages up to Rs.18000/pm as per def. of wages in the act……………………………….within 1 year.
Salary slip to all employees duly signed by both employer and employee should be issued. Demand salary slip(s) of all months.
You may refer to: Payment of Wages Act; Sec: 2: 3*[(i), (ia), 3*[(vi), 3, 4 ,5, 13a, 14, 15, 16, 17A, 20………….. and if the Inspector agrees to cover you may immediately submit requisite Form for recovery of wages.
>>>Inspector under --( Name of your state) Shops and Commercial Establishments Act.
>>> O/o Labor Commissioner;
The Labor Inspector might also be officiating as Inspector under Payment of Wages Act, Inspector under Shops and Commercial Establishments Act…………………………..however you may lodge complaints mentioning the enactments separately.
----IT/ITeS Employees Unions e. They may help you.
https://www.itecentre.co.in/
https://ithiworld.wikispaces.com/News+Update
IT/BPO Voice of India | Facebook
UNITES Professionals
www.unitespro.org
https://www.wbitsa.org/
www.itpfindia.org/
https://itnitesunion.wordpress.com/author/itnitesunion/
Shiv Mahiti Ani Tantradyan Sena(Shiv IT SENA)
https://www.amrc.org.hk/node/1088 CBPOP
https://www.freepatentsonline.com/article/Indian-Journal-Industrial-Relations/185430721.html
https://bpo.knowledgehills.com/Directory/BPO-Jobs/CBPOP-Centre-for-BPO-Professionals.aspx
https://www.dnaindia.com/mumbai/report-shiv-sena-forms-first-union-in-information-technology-sector-1465435
--- Trade Unions : INTUC, CITU, AITUC, BMS .............................they are more than willing to embrace the IT/ITeS employees.
----Lawyer/Law firm
---Civil Court
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Discuss the matter in person with local Labor Consultant/service lawyer before you proceed further.
Your lawyer may opine that you as per your designation/nature of duties should be covered as ‘Workman’ as in ID Act, ‘Employee’ as in shops and Commercial Establishments Act.
The employees that are not even workman, members of unions they also know how to defend their rights and do not get influenced by line managers, HR and defend their rights.
