Record all verbal transactions (audio/visual) and keep some witness with you if possible for use at appropriate time in appropriate forum.
It is almost sure that if you escalate to Grievance Redressal Committee the HR shall conclude that you were not threatened and defend their masters. Hence to defend your long term interest (including period after separation) generate irrefutable evidence to suit your interest, employability, career.
What is this establishment; Commercial, Industrial, Small Enterprise?
The company might have displayed its registration certificate near entrance and you can find out from the certificate easily!
What is its line of business e.g; IT/ITeS, Banking, Insurance, publishing, engineering etc?
What was your designation and nature of duties and has the company explained the duties/KRA’s in job advertisement, interview, offer letter, appointment letter or later in circulars etc and do you have copies?
You and Redg. office of the company are located in which state?
How many employees are employed in it?
Are you a member of any employee’s union, trade union?
The above information shall help, hence post it.
You have acceptance of resignation in writing even if with T&C. Download and keep a copy.
Resignation is not an application and can be without permission and notice.
The employer can not prepone or postpone the expiry of notice period tendered by employee.
Work hours are 8/day, 48 hrs/week and above it OT is applicable.
Employer should pay OT along with payment of monthly wages and employee should also lodge claim for OT in reasonable time.
You may submit in writing to appointing authority that you are not fit for the job and have explained it on dated……………..and dated…………………..to Mr/Ms……………………in office/by phone call by you and during phone call from……./by email etc (mention phone numbers and brief minutes of discussion) and no training for the task has been provided and you are retiring on dated………………………as per notice of resignation dated…………………and within leftover ……………………days it is not possible to learn/gain expertise for the task i.e ……………………….
You may add that this task is not in your KRA’s and skill set too.
You must not forget to add that you have represented in office on dated………………to Mr/Ms……………….that NO tasks assigned to you as on dated………………………on which notice of resignation was supplied by you, were pending at your ending and tasks that can be completed on day to day basis within and up to last day in office i.e. dated……………..may only be assigned, and to whom you should handover the charge under proper acknowledgment on the spot.
You may also minute the threats etc communicated by this VP.
Since the client is threatening the VP and his team is desperate to transfer the onus on some one and make someone scapegoat.
An outgoing employee is an easy target.
Notice of resignation, subsequent communication, final resignation should be structured and drafted carefully so as to build favorable written record and should be addressed to appointing authority, MD, and supplied under proper acknowledgment preferably by redg. post.
The employees that are not united are not members of employee’s unions, trade unions do not keep access to labor consultant/service lawyer are usually ill informed and are exploited and face harassment.
Since VP has threatened you for Non Payment of Wages, non issuance of proper service certificate/experience certificate, relieving letter, you can raise an Industrial dispute/dispute now also…………………………
You may meet a competent and experienced labor consultant/service lawyer along with elders in the family and show job advt., job application, interview call letter, selection letter, offer letter, appointment letter, notice of resignation, project assigned to you , all emails exchanged etc and proceed under expert advice of your lawyer.
There are many threads on similar queries that you may find relevant e.g;
https://www.lawyersclubindia.com/experts/On-bonded-labour-471086.asp#.U3BsJ0eBmXU
