You have posted that:
--“They gave me a training for which they charged Rs. 8000.”
As you have paid for the training there should no ground for exercising the bond.
Was it a condition in job offer to undergo this training? Do you have it in writing?
Who conducted this training?
Is it the same employer who conducted the training and collected the payment and later imposed a bond?
What is certified training course and did you get any certificate?
--“During my association with the company they also asked me to sign an employment bond.”
What was the ground and reason for imposing a bond? Do you have the copy of the bond? You may show it to a competent and experienced lawyer.
--“However, there was always an exception of marriage and resuming back to studies. I resigned in the month of Jan, 2008. The reason was I resumed back to studies and started preparing for judicial services. For that purpose, I also joined a coaching centre run by Panjab University, Chandigarh.”
Apparently you have not violated any of the condition of the bond.
Did you submit notice of resignation? Was your resignation accepted? Did the company issue FNF statement and FNF payment? Do you have last salary slip?
--“ but despite of that the company refused to give me any relieving or experience certificate.”
Did you submit any representation to this effect to good offices of your appointing authority under acknowledgment? Do you have any copy on record and POD?
--“still they are not giving me any document by stating that I left the company in an unprofessional way.”
Which professional expectation of the company you did not fulfill?
You may submit a gentle representation to your appointing authority narrating your previous representations and submit your request and ask to supply you the service/work experience and reliving certificate say within 15 days by redg. post only at your address { mention full address with pin code avoid phone/email}.You may meet the concerned official, clear the misunderstanding if any and obtain desired docs. This shall be the quickest and easiest solution.
Employee should apply exceptional levels of persuasion, persistence, reasoning, negotiation skills and resolve the matter in his favor.
In a given situation employee can invoke the Industrial Employment standing orders Act, Payment of Wages Act, SE Act, and ID Act as per explanation of employee under these Enactments or approach civil court. Designation alone does not decide employee is a workman or not. As per Industrial Employment standing orders Act the service certificate should be supplied by last day in office. Confirm if standing orders were applicable to your industry and did the company extend these to your designation. If standing orders were applicable and were not formed by your company model standing orders shall apply.
Or you may proceed under SE Act and approach o/o Labor commissioner or file a civil suite.
You may seek the counsel of a competent and experienced labor consultant/service lawyer, show all docs and give inputs in person.
