The HR is bound by terms and conditions, process, procedures laid by the company.
Did you submit leave/sick leave application to the leave sanctioning authority? Did the doctor advice bed rest?
You should have at least mentioned in first leave application that you are feeling indisposed and have sought treatment from doctor, and later that you are under treatment for ...days.
You may check your appointment letter, certified standing orders of the company ( which are to be displayed at the entrance and supplied to employee) if applicable, employee rule book (which is to be supplied to employee) and see if it is mentioned that if employee remains absent for .............days he/she shall be marked absconding.
HR of company is expected to send communications which may be emails, letters and then notice by redg post before marking absconding. HR has not performed its duty.
You have posted that "Actually, I was down with cold and fever about which my TL (a lady was getting the regular updates)" implying that you had kept your reporting authority informed. Do you have copy of these updates or any proof?
You need to establish that report of your reporting authority marking you absconding is false. And you provided all details to HR personnel, Mr/Ms...........designation............address on dated............by (mention details e.g. phone call, in person, email, and letter). You must be having the original bills of all phone calls/SMS. If you have retained SMS sent by you and SMS received you, you can show it. HR was duty bound to undo the wrongful action of TL.
If HR also stepped on your toes, you should have submitted written representations under acknowledgment to good offices of your appointing authority, MD, CEO, company Secretary with a copy to Head-HR. A smart employee shall convince these offices and get the matter resolved without landing into litigation.
You may go thru SE act applicable to your state, Industrial Employment Standing Orders Act. It is felt that you were not a manager/supervisor; therefore you should be able to approach O/o Labor commissioner. You must structure your representations carefully and may approach a competent and experienced labor consultant, and proceed under expert advice. If your wages were below Rs.16000/pm, you may agitate before Wages Inspector too. It is seen that HR/Employer may pose as tough but majority of them are wary of law suits. If you are determined and have sufficient evidence, you may obtain address of your TL and charge your TL.
If you do not want to do all this you may pay company and obtain your work experience certificate. However you must confirm if HR shall issue relieving letter also or not? Our hunch is they shall not issue the same. You must obtain relieving letter ( hard copy under original seal and signature by hand, and soft copy from authenticated email id of the company)without any adverse comment rather you should insist for relieving letter with good comments, and must not agree for relieving letter with conduct column left blank or without any column for conduct. You must also extract a comittement even if by email that there is nothing on record in your personnel file and you shall get positive feedback in reference check.
You are in Noida, near national capitol. There is a huge scope for translator. You can attach with some successful enterprise or establish your own. It is felt that person who knows foreign language earn handsome amounts. Till you resolve your matter you may earn from private work.