Expiry of identity card

Papia Das (Querist) 01 July 2013 This query is : Resolved
I am employed in a private concern. I want to leave the concern. But I have a service bond of 3 years which will expire in February 2014.
Company issued me an identity card in February 2011 which was valid upto 31 May 2013. After that I requested to issue new identity card with extended validity. But till now company has not responded.
In this situation may it be legally considered that the company has terminated my service? If it is so then I can escape the problem of employment bond - as if the service has been terminated from the company's side.

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Kumar Doab (Expert) 01 July 2013
NO.

You may still be allowed to mark attendance, enter work floor, and you may be drawing salary, availing leaves etc……….

Instead of acting on your own, you should consult elders in the family and along with elders approach a competent and experienced labor consultant/service lawyer, show the job advertisement, offer letter, interview call letter, appointment letter, employment bond, spend quality time with the lawyer, give inputs in person on training if any provided by the company and understand the merits.

Your lawyer may opine that the bond is unconscionable, unenforceable, unreasonable……………….

Your lawyer may also opine that you need to abide by the terms of the bond signed by you, with your free will.

It is in your interest to avoid taking immature decisions.

An ill informed employee is like sitting duck and susceptible to exploitation.

Raj Kumar Makkad (Expert) 01 July 2013
The ground taken by you is irrelevant. You cannot presume yourself as out of service merely on the ground that the identity card has not been validated if you are duly working there and are withdrawing the salary.

malipeddi jaggarao (Expert) 02 July 2013
There is no relation about non-issuing identity card and your service bond.

Guest (Expert) 02 July 2013
Expiry date of Service bond and/or identity card has no concern with termination of your service, which is governed by the terms of your appointment letter. There is no scope of presumption about termination, unless a formal termination letter is issued by the company.