It shall be appropriate to show the job advt,job application,offer letter,appointment letter,HR policy/service rules and regulations mentioned in appointment letter,notice of resignation,acceptance of resignation,relieving letter etc to an able Labor Law Consultant/Service Matters Lawyer and proceed further under expert advise of your counsel.
Your resignation has been accepted and you have been relieved in writing.
The employer-employee relationship has been ended in writing.
Now you can not be terminated.
Do you have any evidence on record of :::;Threats to resign,terminate (audio/visual/witnessed/minuted/written etc)? If yes retain it for use at appropriate time in appropriate forum.
Forced resignation is offence and cal also be termed ‘deemed termination’.
The FnF wages and service certificate should be supplied on last day in office………………….or amicably say within next or max. by usual pay day.
You may submit final representation addressed to good offices of appointing authority,MD,Chairman, under proper acknowledgment and demand to supply the service certificate/relieving letter, original and correct FnF statement showing computation of all earned wages till LWD/notice pay of 90 days/bonus/leave encashment/incentives/reimbursements etc, payment of FnF wages by bank DD,Form16 as per correct FnF statement, PF number with original PF a/c slips of all years, ESIC card,salary slips of all months, NOC/NDC etc……………………by Redg. Post only so as to reach you in say next 7 days………………….
Acceptance of notice pay in lieu of notice period is your discretion and you can affirm to serve full notice period…too.
If Line managers/HR personnel/senior officials are in the habit/practice of threat/coercion etc then they may not stop here and may do it again e.g. asking to handover the assets/charge,alleging loss etc………………..that you should record. However remain amiable and gentle and build irrefutable evidence.
Unpaid wages/promised payouts are debt on employer.
