You may not give any more and long rope to such unscrupulous employers and IT’s attorney’s in line management/HR/Legal cells…
And try to be with some establishment with good HR practices..ASAP.
The steps that you may take are to be decided by you as per your aptitude, resources and preferences..and consult like every employee should consult i.e. elders of the family, competent and experienced well wishers, seasoned PIP/employee’s/trade union leaders….and very able LOCAL counsels….
Perspectives; Either resolve with your own skills; persuasion, persistence, negotiations, reasoning or lean on your counsels, officials in Dept. of Labor ( if you are covered by enactmnents)…
IT shall be appropriate to build some irrefutable written record while in employment for use at appropriate time in appropriate forum if the need be …………..
e.g; gentle communications under proper acknowledgment, on nonpayment of salary on promised day and despite assurances (duly narrated), financial hardships, inability to bear expenses etc etc and same may be reduced in notice of resignation/resignation….This may come handy to term employer as unworthy of being employed with, contest penal charges/damages/allegations….if any leveled by establishment/employer/attorney’s of employer…defeat claims of notice pay/liquidated damages/loss by employer…..adverse comments in BGV.. etc etc
The evidence of Bad (adverse or false) references may also be collected…
The pay day, salary slips, notice period, notice pay, rate of notice pay, leaves, leave encashment, rate of leave encashment is part of service conditions and governed by various enactments applicable to establishment, employee, employer….
e.g; (name of state) Shops & Estbs Act…and rules framed under the Act {Contract of employment unlike other contract should provide equitable discretions. This enactment may not provide for any notice period for employee but may provide for employer and may be say;30days …SO by equitable discretion notice period for employee may be 30days . i..e person that is covered by the def. of ‘Employee’ as in the Act.} . Inspector appointed under the Act can be approached..
Payment of Wages Act {This enactment does not discriminate between Workman, Non Workman and by def. of wages may cover any employee.}. Inspector appointed under the Act can be approached..
ID Act { This enactment is applicable to Workman as defined in the Act and does not lay down any notice period for workman but for employer in case of retrenchment.}. ALC/ALCC can be approached…
Standing Orders; Certified/ Model; Standing orders are certified on the lines of Model Standing Orders. May provide for notice period max. upto 30days and duly describes the provisions on service certificate...etc
Or Civil courts
You can seek free legal aid from DLSA as suggested above.
