Approach a competent and experienced labor consultant/service lawyer as ap.
While you should have shown restraint and called the seniors and line managers available at work floor and asked them to intervene for the abuses of the customer………………….
It does not mean that the customer has got the right to hurl abuses at the employee and company would exonerate its customer, would not proceed against the customer and punish the employee alone……………........
The company is custodian of chatting record and probably you do not have any copy.
It should have conducted an inquiry and could have warned you stating that even if customer abuses the employee the employee doesn’t have the right to abuse back and company shall initiate criminal proceedings against the customer.
If you have posted the complete facts then you were instigated by the customer by abusing once or more than once……………
An abuse by employee is taken as misconduct and reason for termination.
Even if the reason is not stated in termination order it might have recorded in personnel file, service card of the employee and might be stated during BGV……………..
The pay day for FNF dues is usual pay day.
BPO’s are registered under Shops and Establishments Act of the state.
Delhi High Court
Mantec Consultant Pvt. Ltd vs State & Anr
https://www.indiankanoon.org/doc/147071732/
Haryana follows Punjab Shops and Commercial Establishments Act…………..
One of the duties of the Inspector under the enactment is that in dispensing with the services of an employee the provision of the Act and Rules have been complied with and no dues payable under the Act or Rules have been withheld;
Where is the redg. office of this company: Delhi or Gurgaon?
The company should have displayed the registration certificate on notice board near entrance.
If the Payment of Wages Act applies to the establishment the standing orders would apply. You may find out if this company has its certified standing orders or go thru Model Standing Orders.
Designation alone does not decide employee would be covered as ‘Workman’ as in ID Act or ‘Employee’ as in Shops and Establishments Act…………….
You may go thru Model Standing Orders:
13.:Termination of employment: (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
15.Complaints
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.
Trade unions have been trying to organize the BPO employees.
In your case of course the trade unions can intervene and defend your interest in issues pertaining to future employment and FNF dues, service certificate.
