>>> Jurisdiction Of courts; can be either last location of employee, Redg. office location of company, jurisdictional courts as stated in appointment letter signed/accepted by employee....................
IN case of any dispute HC can set the jurisdiction.
>>> Notice period/pay: the 90 days notice period may really not be applicable to you. You may go thru the thread referred to you and other threads mentioned in it.
----Bombay Shops and Commercial Establishments Act: Sec: 66: Notice period if service period is >1Y= 30 days,
if service period is <1Y but >3 months = 14 days, if service period is <3 months= NIL
Sec:38-B : Standing orders are applicable if establishment employs=>50 persons. If standing orders are not certified Model Standing Orders shall apply.
---Model Standing Orders: Sec13; Probation period is NIL in probation period and 1 month if service is confirmed.
---The company has inserted notice pay in lieu of notice period but subject to discretion.
Does the company submits an application to employee(s) seeking permission to tender notice pay in lieu of notice period if company has decided to terminate?
If NO discretion can easily be termed arbitrary.
You may mention in writing that NO tasks are pending at your end and to whom you should handover the charge under proper acknowledgment on the spot.
----Adjustment of leaves against Notice period/Leave encashment against notice period; The company has to encash leaves in FnF statement/settlement and may adjust notice pay and thus reduce FnF amounts and should supply it for verification and acceptance and must issue Form16 as per correct FnF statement.
---You can positively apply for leave and the company may extend the notice period by the number of leaves taken.
PF/Experience Certificate/Relieving letter:
PF: The funds are not in control of employer if it is managed by EPFO. You can submit PF forms nder proper acknowledgment by Redg. Post and ask for acknowledgment. Declintaure to attest PF forms is offence. Company has to submit to concerned PF office in 5 days and has to supply the acknowledgment issued by PF office (for employee) to employee. You may demand it by Redg. Post.
Experience certificate: Service Certificate has to be issued to all employees.
Model Standing Orders: sec16
Relieving letter: is issued post all settlements by employer. If nothing is due it has to be issued.
Your managers, HR personnel are not your employer and are just another employee like you. Notice and representations may be addressed to good offices of appointing authority, MD etc by Redg. post. Let your lawyer draft these. And build favorable written record.
>>> You may find many other threads relevant e.g;
https://www.lawyersclubindia.com/experts/Regarding-breech-of-bond-491511.asp#.U_iiXsWSwb_
https://www.lawyersclubindia.com/forum/Breaking-the-employment-bond-without-paying-money-107795.asp#.U_iiRsWSwb-
>>> If you wish access lawyers using LCI databank you can conduct search at;
https://www.lawyersclubindia.com/lawyers_search/#.U_ie8sWSwb8
Mr. Jagadish Paranjape, Darshana Sawant have been advising querist at LCI.
If you wish you can approach them.
Your near and dear ones ,employee’s unions, trade unions can also guide you to a lawyer.
You shall have to settle T&C with your lawyer on your own.