A similar thread is available at:
https://www.lawyersclubindia.com/forum/Not-giving-pay-slip-experience-and-pre-leave-certificate-87112.asp#.UhzFndKAqWM
You may find it relevant.
>>>>>> Pay Slip: The issuance of pay slip is well defined in:
-Minimum Wages Central Rules:
-THE PAYMENT OF WAGES ACT, 1936 :13A :Maintenance of registers and records.
>>>> Service Certificate:
Model Standing Orders:16: Certificate on termination of service.
You may also go thru clause 14, 15, 17, 18…………….
>>>>> Software companies are covered under Shops and Establishments Act.
Since company has terminated the employment it has to tender notice pay.
It is not clear that if the termination is effected by leveling some charge. If some charge is leveled then opportunity of hearing, natural justice should have been granted.
U.P. Dookan aur Vanijya Adhisthan Adhiniyam, 1962
CHAPTER IV: WAGE DEDUCTIONS AND NOTICES OF DISCHARGE
19. Discharge of employee by his employer.—(1) No employee, other than an employee engaged for a specified period or in a leave vacancy, shall be discharged from service by his employer except on the ground that—
(a) the post held by him has been retrenched; or
(b) he is unfit to perform his duties on the ground of physical infirmity or continued ill-health, and he has been served with a notice in writing containing the grounds of discharge. The notice shall be for a period of not less than thirty days, or such longer period as may be required under the terms of employment:
Provided that the notice of discharge may be of a shorter period if the same is accompanied with payment of wages to the employee for the number of days the notice is short of the required period.
Nothing in sub-section (1) shall apply to dismissal for misconduct.
You may also go thru:
11, 15, 18 {18(b) in particular}, 19, Form CC (which is itself is full record), Form G,
You should approach your lawyer.
It shall be appropriate to show all docs to a competent and experienced labor consultant and service lawyer and proceed under the expert advice of your lawyer. Let your lawyer ask you a set of structured questions and opine whether employee would be covered as ‘workman’ as in ID act and/or ‘employee’ as in Shops and Commercial Establishments Act………………….or not !!!
Your lawyer that has seen all of your docs and has analyzed your inputs can advice you best.
Legal notice by the lawyer helps to drill sense into the heads.
Seasoned Trade Union leaders can also be approached.
If there are acquaintances that are apt at arbitration, mediation, reconciliation, negotiation they may succeed to get you relief.
There are lawyers that are expert arbitrators and succeed to get relief for their clients.
There are many threads you may find relevant e.g;
https://www.lawyersclubindia.com/forum/details.asp?mod_id=70662&offset=2#.UfpLxtKAqWM
https://www.lawyersclubindia.com/forum/Denied-of-employment-experience-letter-87039.asp#.UhhfaNKAqWM
https://www.lawyersclubindia.com/forum/Ites-bpo-companies-category-86982.asp#.Uhhf29KAqWM
https://www.lawyersclubindia.com/forum/Wrong-termination-and-forcing-for-resignation-85949.asp#.UhhgytKAqWM