Salary Issue After Fired An Employee

Hello,

You talk directly with Boss,and tell him we want salary,its almost 1 month completed, and if he will say, My client issue.You directly tell him that this money problem is not your issue being boss.And from next  time we will not work on any project till you will give the agreement.

We have completed the project and now you are giving issue of client we want our salary this is your matter how to handle the Client.If company will take care of clients.than they will make their clients happy otherwise there will not be result.

You were fired (terminated) verbally or in writing?

Was any complaint in writing on said altercation made and inquiry conducted?

Have you submitted any written communication on being fired {(terminated) verbally } in writing and/or admitting the fight in office and/or apologizing?

While posting such queries employee should post basic information!

What is this establishment; GOvt, private, Commercial, Industrial?

What is its nature of business say; IT, ITeS?

How many persons are employed in it?

What is your designation and nature of duties?

How many persons report to you?

Do you have any power to sanction leave/increment/appoint/terminate/appraise etc etc ?

You are in which state? Since how many months you are working? Are you under probation period or your service is confirmed in writing?

Do standing orders (model/certified) apply to establishment and your designation?

What is notice period as per appointment letter/offer letter and what was notice period tendered by you?

Was ever any stinker, memo, show cause notice on any misconduct issued to you?

Does the establishment have its appraisal system? Do you have copy of signed appraisal forms, matrix, KRA’s, performance date? How was your performance?

Are you a member of employee’s/trade unions?

Has the establishment issued/supplied, offer letter, appointment letter, salary slips of all months, PF number and a/c slips of all years, ESIC card, correct FnF statement, Form 16 as per correct FnF statement, acknowledgment and acceptance of notice of resignation/final resignation, acknowledgment of handover of charge, NOC/NDC……………?

You may revert to relevant points.

Name of company etc is not required so don’t post names etc .

BPO are covered by State shops and Estbs Act………….

Try to resolve the matter by applying your skills ; persuasion, persistence, negotiations, reasoning. This is the quickest and best recourse..

Or take help of BPO/Employee’s/trade unions leaders..

Or approach; Inspector appointed under Punjab Shops & Estbs Act ( Haryana follows it) …..if you are other employees are covered by the def. of employee in the Act.

Inspector appointed under Payment of Wages  Act ( This Act does not discriminate between workman or non workman) If you are covered by the def. of wages in the Act..

ID Act; if you are other employees are covered by the def. of workman in the Act. Approach Labor Inspector/ALC/ALCC ( State/Central) as per appropriate govt in your case ..

Civil courts……..

All enactments are available on website of Dept of Labor Haryana..

The Punjab Shops and Commercial Establishments Act, 1958;22,23 https://hrylabour.gov.in/staticdocs/labourActpdfdocs/The_Punjab_Shops_and_Commercial_Establishments_Act_and_Rules.pdf