Employer forcing buyout in lieu of notice period

Generically Speaking:

Employee can aproach:

Greivance Redressal Committee ( Some states have issued notifications) 

Some states have procedure and option for informal discussions between employer-employee (even that are not workman)

Works Commitee ( Framed in  accordance with ID Act) 

Opt for Arbitration (in  accordance with ID Act) 

Employee's/Femal Employee's/trade unions

A very able LOCAL senior counsel of unshakble repute and integrity and having suiccessful track record and specialiazing in Labor/service matters , which is altogehter different field of law and in each city there are a few counsels that specializje in it and are very well known...

Employee can approach;

Inspector appointed under ;Shops & Estbs Act ( if establsihment is covered by the Act and if employed person is covered by the def. of Employee as in the Act)

ALC for concilliation ( if employed person is covered by the def. of Workman as in the ID Act)

O/o Labor commissioner

Inspector appointed under ;Payment of Wages Act ( if  if employed person is covered by the def. of wages as in the Act. This Act does not discriminate between workman and non workman)

Higher Officials of dept. of labor 

Civil Courts

The ALC ( State or Central as aplicable in your case) may call for concialiation and if it fails may make the reference to Labor Court/CGIT as aplicable in your case......................

You may watch the outcome of demand notice.................. 

Probably this HERO may loose his sleep and come running...............and screaming.

Probbaly his masters in Hong Kong have pulled him and he has realized that he is nothing but a JOCKER and hos jockerings have been exposed and not acceptable to his masters and he has been asked to clean or eat his grarbage that he has spilled and litterred............

In additional to yor payouts you may demand and obtain without fail obtain service certificate and relieving letter with good comments on conduct, charachter and performance.........and withdrawal in writing of demand to serve notice period................

The employees that are skilled, properly informed, properly supported, are having firm resolve and dtermination, and irrefutable evidence...........................succeed.

Remain amiable and gentle. 

Later you have the discretion and option to claim and press damages........from this HERO and establishment...

I want to observe the out outcome of the labour commissioner letter and the summon. Then will act as per above guidance and refer to other authoristies.  Fingers crossed!!

I have posted for the query initiated by an employee.............and for the community of employees  that are harassed..

Never knew nor asked nor bothered about gender of employee and Boss...

The ALC might give limited opportunities and if concilliation fails may make submit failure report (to appropriate govt state/central as it is in case of ALC approached by you) and appropriate govt may make reference to Labor Court/CGIT................

The job and future employability is dear to Boss also.

It is good that you have kept eders of your family by your side.

Approach seasoned Female employee's/employee's/trade unions leaders, counsels specializing in  Laabor/service matters and flavors added by them may also help to drill sense ito the heads...........