Either you can serve full notice period of 3 months
You need to look at other options and counter the moves of line managers/HR.
You and redg. Office of the company is in which state?
What is your nature of duties?
You have mentioned you as a ‘GM’.
The establishment must have registered its redg./ office/HO/your office under (Name of the state) Shops and Commercial Establishments Act and should have displayed the registration certificate near entrance. The name of the Manager/Agent of the employer must be mentioned in it. The name of appointing authority must have been mentioned in appointment letter issued to you.
The name of the Directors etc must be known to you.
The designation alone does not decide employee is a ‘workman’ as in ID Act and ‘Employee’ as in Shops and Commercial Establishments Act or not!
The notice period/pay and service conditions are stated in appointment letter, HR Policy/Service Rules and regulations mentioned in appointment letter………………………and Standing Orders (Certified/Model) applicable to the establishment and extended to the designation of the employee. If your designation is covered by say certified standing orders then it being instrument of law shall supersede/prevail upon appointment letter.
If the employee is not covered then he can approach Civil Court.
Is there any provision of notice pay in lieu of notice period stated in appointment letter issued to you and HR Policy/Service Rules and regulations mentioned in appointment letter…………………??
If yes employer is also bound by the T&C of contract of employment.
Are you aware of incidences when the employer has not allowed serving full notice period to employee that has tendered notice of resignation and has relieved during notice period?
1.5 months by all counts should be sufficient to handover the charge/company property and to enable the employer to put his house in order.
Such matters are best resolved by applying rapport/goodwill and exceptional levels of reasoning, persuasion, persistence, negotiation skills.
Employee should carefully draft notice of resignation/resignation and subsequent representations and thus build favorable record in writing.
You may mention in representation preferably by redg. Post, addressed to good offices of appointing authority, MD, Chairman (Directors in foreign office, Manager/Agent of the employer as in registration certificate) that no tasks are pending at your end as on date, and routine duties be assigned that can be completed on day to day basis within and up to expiry of notice period tendered by you/last day in office i.e dated………………………..and to whom you should handover the charge and charge should be taken within and upto dated………………..as after this date you shall not be available at the your HQ.
You may also mention the corresponding clause in appointment letter vide which notice pay in lieu of notice period can be tendered and ask to adjust notice pay in FNF settlement and supply the correct FNf statement in original for verification nd acceptance to you within and upto last day in office for verification and acceptance by you along with acknowledgment of notice, acceptance of resignation, service certificate, relieving letter, NOC/NDC, Form 16 as per correct FNF statement, PF number-a/cs slips for whole tenure of employment, salary slip of last month and whole tenure of employment, Notice of determination of Gratuity, and all payouts by Bank DD only, etc………….. thru redg. Post only.
Line Managers can not be rude and rowdy. Rowdiness of bosses is not a new and unknown thing. Employee should record such transactions (audio/visual) for use at appropriate time in appropriate forum.
Since you have been threatened of terminated, you can raise a dispute/complaint now also.
Before you act further It shall be appropriate to show the job advt, job application, interview call letter, offer letter, selection letter, appointment letter, CTC sheet, Salary Structure, Salary slips, STANDING ORDERS APPLICABLE TO THE ESTABLISHMENT (CERTIFIED/MODEL) AND EXTENDED TO YOUR DESIGNATION, HR policy, Service rules and regulations, Conduct and discipline rules, notice of resignation etc…………….. Communications exchanged to a competent and experienced Labor consultant/service lawyer at your location, give inputs in person and proceed under the expert advice of your lawyer.
Don’t remain entangled with HR/Line managers. Let your lawyer draft a representation addressed to good offices of appointing authority/MD…………..