Reliving and due stopped by employer

If the company has an arbitration process (check your appointment on Termination Clause), then check who the arbitrator is and seek to resolve this issue through him. For this, you have to send the company a formal notice, after noting the details of the arbitrator. You will inform the company to present themselves before the arbitrator. Usually an arbitration process is faster that a court process and is considered as an accepted legal respite for issues with employees / company. Try to represent yourself without using a lawyer. This gives you an edge on grounds of sympathy.

The final resort is through labor court. The procedure is time consuming. But Labor courts are very effective and usually companies will not want to mess with them.

Let me remind you, the most simplest and effective method is to try and talk your company into relieving you and leave them on a good note.

Hello Mr Rachakonda

Thank you very much for you wise advise. We have been trying  to talk to the organization from last 10 -11 months and from past couple of months they have even stopped responding on phone/e-mail.  We also sent a formal legal notice to them but still no response

That was the reason I posted my case on this forum.

Regards

Hello Mr Rachakonda

Thank you very much for you wise advise. We have been trying  to talk to the organization from last 10 -11 months and from past couple of months they have even stopped responding on phone/e-mail.  We also sent a formal legal notice to them but still no response

That was the reason I posted my case on this forum.

Regards

Her appointment letter, copy/POD of notice and final resignation, acknowledgment of notice and final resignation, acceptance of resignation, FnF statement, service certificate, salary slips of all months, Form16, PF a/c slips, etc etc can be as good as Service certificate/Relieving letter.

Hope you have got all of these?

Service Certificate should be issued to all employees.

The employer has accepted her resignation or not?

Has it issued FnF statement, service certificate or not?

Relieving letter signifies that employee has separated and nothing is due against employee.

Hope employer has not claimed any loss/damages so far.

Hope you have mentioned while tendering so called ‘Unconditional Aplology’ that it was inadvertently.

Either employer/ HR personnel/Line Managers wants her to forgo FnF dues and remain satisfied with service certificate/relieving letter.

Or it does not agree to issue any such document.

If there is NO response from HR personnel, Line Managers, approach good offices of appointing Authority, MD/CEO.

You can even try by meeting them and resolving the matter on the spot.

In case of dispute the jurisdiction of courts may also be an issue. So you may consider this aspect and expenses as well.

Another Prespective: The said document service certificate/relieving letter is required to remain employable.

Therefore FnF dues and service certificate/relieving letter:

Take help of a very able counsel of unshakable repute and integrity at your location specializing in Labor/service matters and he/she can opine the appropriate forum for her

Female IT employee’s unions/ IT employee’s unions /Trade Unions,

Higher officials of Dept. of Labor,

Inspector appointed under Shops & Estbs Act,

Inspector appointed under Payment of Wages Act,

O/o Labor commissioner,

Civil Courts………………

If there is arbitration calsue, check what does it cover?

Hello Mr Doab

Neither Relieving letter, nor FNF is provided.

Regards

Take help of a very able counsel of unshakable repute and integrity at your location specializing in Labor/service matters and show all communicatins on record so that your counsel can cover the loopholes if any left by you and he/she can opine the appropriate forum for her…………

Unions can also help and support.