The employer should provide the appointment letter, acceptance of resignation, service certificate, relieving letter, service certificate, correct FNF statement, payment of FNF dues, form16 as per correct FNF statement, PF number, PF a/c slips for entire tenure of service, ESIC card , salary slip of all months of employment…………………
If the employer has not issued any appointment letter then you may also claim that no notice period was applicable and you has resigned by informing office.
The employee should also submit resignation in writing under acknowledgment.
The employee should always transact in writing under proper acknowledgment.
The employee(s) can approach as per their coverage by enactments:
>> Lawyer/Law firm: The legal notice can help to drill sense into the heads.
>>Trade Unions: The Leaders know the precise ways to handle such matters.
>> O/o Labor Commissioner
>> Inspector under Shops and Commercial Establishments Act of the State…………One of the duties of the Inspector is to ensure that the dues of the separated employee are paid.
>> Inspector under Payment of Wages Act (Applicable to all employees drawing wages as per def. of wages in the Act up to Rs.18000/pm)
>> RPFC in o/o PF Commissioner (Nearest office has to help even if the PF a/c is ion some other office)
>> Inspector in Local/jurisdictional ESIC office………….( Wage ceiling for ESIC was Rs.15000/pm as per def. of wages in the Act and it is learnt that it was enhanced to Rs.25000/pm)
>> For Form 16: The ITO-TDS where employee files his ITR and CIT-TDS where employer files ITR.
>> Civil court
There are threads to suggest that employees have been contemplating to approach police u/s 406, 420 and employer as creditors treating unpaid wages as debt on employer e.g;
https://www.lawyersclubindia.com/forum/details.asp?mod_id=72011&offset=1#.UNRXofLZ1JI
