As suggested you may consult elders in the family, competent and experienced well wishers, trade union leader………..and submit a carefully drafted representation to good offices of company under proper acknowledgment, and thus build record in your favor. The good offices are expected to ensure greivance redressal mechanism and resoloution promptly. If good offices do not respond to your SOS,you may lodge complaint with labor inspector/wages inspector in writing under acknowledgment with diary number and seal, and visit by inspector may fetch you results. If you find the inspector is delaying you may adopt RTI route to know status report and RTI application can set the Inspector to fetch results to you. This can be very effective and very economical route.
The process is simple at Labor Office.
If required you may attend the conciliation proceedings yourself or competent and experienced well wisher or a trade union leader can also represent you.
The company is at fault and may pay during conciliation proceedings. The ALC may also press the company to pay the wages. All affected employees may join hands and may approach labor officials and be witness to each other.
The Labor dept. has to take suo motto notice of violations and act.
If Industrial employment standing orders are applicable to your industry and company then it shall help. As per act at Punjab Govt. Labor website:
10. Casual leave.--A workman may be granted casual leave of absence with or without pay not exceeding 10
days in the aggregate in a calendar year. Such leave shall not be for more than three days at a time except in case of
sickness. Such leave is intended to meet special circumstances which cannot be foreseen. Ordinarily, the previous
permission of the head of the department in the establishment shall be obtained before such leave is taken, but when
this is not possible, the head of the department shall, as soon as may be practicable, be informed in writing of the
absence from and of the probable duration of such absence.
13. Termination of employment.
(2) No temporary workman whether monthly-rated, weekly-rated or piece-rated and no probationer or badli shall
be entitled to any notice or pay in lieu thereof if his services are terminated ,but the services of a temporary workman
shall not be terminated as a punishment unless he has been given an opportunity of explaining the charges of
misconduct alleged against him in the manner prescribed in Paragraph 14.
(3) Where the employment of any workmen is terminated, the wages earned by him and other dues, if any, shall
be paid before the expiry of the second working day from the day on which his employment is terminated.
14. Disciplinary action for misconduct.--(1) A workman may be fined up to two per cent of his wages in a
month for the following acts and omissions, namely:
(e) habitual absence without leave or absence without leave for more than 10 days,
16. Certificate on termination of service.--Every permanent workman shall be entitled to a service certificate at
the time of his dismissal, discharge or retirement from service.
NOTE. - There is a provision under this Act for issuing a service certificate at the time of dismissal, discharge
or retirement and every person is entitled to take such certificate.