HOPE YOU WILL TAKE THIS POST POSITIVELY!
Such conduct of bosses/companies is not a new or unknown thing.
Once again the question arises: “Why Employees continue to suffer with such tantrums/transgressions by employers and their CRONIES/ATTRONIES in Line/HR Managers????
Because Employee’s find it shameful to unite, form unions/Grievance Redressal committee/Works Committee, affiliate with trade unions, retain access to an able Labor Law Consultant/service Matters lawyer/Law firm!!!!!!
Majority of the employee are ill informed and ill informed employee is susceptible to exploitation.
Your able Labor Law Consultant/Service Matters Lawyer/Law Firm may like to go thru the language of job advertisement, job application, interview call letter, offer letter etc, break up of the salary mentioned in etc….verbatim………………and even your communications by email……………. For building favorable written record use at appropriate time in appropriate forum.
You may reply pointwise to each point:
1. Do you have copy of resignation? Did you mention what was not acceptable/conducive/workable/unacceptable to you in the company? Did you get acknowledgment and acceptance of resignation, FnF statement showing computation of salary to be paid/adjustment of notice pay/ salary slip showing computation of salary of 3 days, ,service certificate,Relieving letter, etc,?
You may demand to supply all of these documents.
Was any communication between the date of your resignation by email and legal notice by lawyer) asking you to join office/handover-sign off/declinature to accept resignation/to declare you absenting-absconding supplied to you?
Was any offer letter and appointment letter issued to you? Did you sign and accepted it?
What was signed by you on Non-Disclosure:::: Non-Disclosure clause in appointment letter or agreement? Do you have its copy?
Have you in any sense breached the Non Disclosure clause/agreement in any sense on record?
If charge of Non Disclosure has been leveled and can be proved then you have a catch there.
If you are unable to draft your communications and handle the matter on your own seek help of elders in the family, Union leaders, labor Law consultant/ service matters lawyer. Narrate all representations made so far and address to good offices of appointing authority,MD,Chairman.
2. Are you a member of Employee’s/Trade Unions
Does your company have any GRC (grievance redressal committee) and ‘Works committee’?
3. What is your designation and nature of duties? How many people were reporting to you? Did you have any power to employ,terminate,sanction leave (or recommend ……but clarify) ,grant increment etc?
4. What is your salary: Basic,DA.
5. What is line of business of company e.g.: IT/banking?
6. Your reporting office was located in which state?
Regd. Office of the company is located in which state?
How many people are employed in the company?
Does the company have its CSO (certified Standing Orders) and does it cover your designation or do Model Standing orders apply to it?
The company is registered as: Commercial or Industrial establishment?
What is the notice period inserted in appointment letter issued to you?
You may reply pointwise to each point!
It may be possible to revert to your query.
You have certainly not acted in a proper manner. Employee should always act properly and consult elders in the family, competent and experienced well wishers, Employee’s/Trade Unions leaders/Labor Law Consultant-Service matters lawyer before acting on his/her own and thus do not fall in legal traps.
Try and get recorded acknowledgment even if by phone/email/witnessed (audio/visual) that the office inventory/assets were found at workstation and collected in office and only thing that is pending is that some so called ‘Sign Off’ is required. If anyone admits that all assets were left in office and collected then the company is obliged to issue an acknowledgment that it was not taken out of office by you.
If the workstation is CCTV covered then the footage can be checked and called for. If Security Desk/Guard frisks/checks then he/she has to report that office assets were found on persona of employee while leaving office.
The companies are increasingly becoming intolerant to such irresponsible behavior and become adamant to penalize the employee. HR personnel on their own or due to employer’s internal (published/unpublished) policy for them, want to teach unforgettable lesson to employees that conduct themselves in such manner.