Notice period issue

The agreed terms and conditions of service contract shall prevail over the whims and fancies of HR.

Record the threats of HR (audio/Visual).

Quote the relevant clause from appointment letter issued to you in notice of resignation, subsequent communications. It is bilateral agreement binding on both employee and employer. 

Has the HR kept the so called policy Let HR policy in your knowledge domain or has it been supplied to you?

The HR policy also has been discussed in a recent thread at:

https://www.lawyersclubindia.com/forum/Notice-period-102337.asp#.U3Tp6UeBmXU

YOU may find it relevant.

Relate and post more information. e.g;

What is this company/establishment: Commercial, Industrial, Small Enterprise?

It should have displayed its registration Certificate at a conspicuous place e.g near entrance/on notice board!

How many employees are employed in it?           

What is your designation and nature of duties?  

Has your service been confirmed in writing?

YOU and also Redg. office of your employer is located in which state?

If the action of your HR do not conform to the terms and conditions of employment, you do not have to comply with it, you may take up the matter with the top management of the company, if he also dances to the tunes of the HR, resort to legal action, firstly by a lawyer's notice, then other legal action as is required by law.

Hello Friends, I worked with the organisation for 3 years and 8 months but left the organisation for not providing studies leaves. I had requested the management to notice period either in phase manner or at a single strech of 30 days after my classes. I have on mail (printout) that organisation is not ready to accept either of the option of notice period. and had given notice from 21st Feb till 26th Feb. I had informed about my studies prior hand but none of them responded the mail and of sudden made a policy of not giving study leaves at a very later stage.

Please advice whether short notice deduction in my FNF is valid ?

The notice period/pay is not dependent on  T&C inserted in appointment letter drafted by employer.

There are many threads on it that you may find relevant e.g;

https://www.lawyersclubindia.com/forum/Notice-period-102337.asp#.U3iSoEeBmXU

Relate your matter and approach employer accordingly and if the employer do not provide relief you can approach lawful Authority, Lawyer/law firm, Employee's unions.