Shops and Commercial Establishments Act of many states clearly provide for issuance of appointment letter.
In your case it is failure of HR to process and arrange for appointment letter describing service conditions in time.
In order to defend their skin now they are looking for a scapegoat.
The process of recruitment involves many steps.
The candidate has to go thru round of interviews and after selection is confirmed and offer is made usually by offer letter. The offer letter may be valid for a limited period and may explain that detailed T&C/service conditions shall be provided in appointment letter.
The Employer should handover the detailed appointment letter, HR policy/service rules and regulations referred to/stated in appointment letter before joining/absorption.
The employee has the absolute discretion to accept or reject the service conditions and can negotiate.
If T&C/service conditions are supplied afterwards then these are to be examined by the employee before acceptance and if employee does not accept these the employer has the discretion to either amend these amicably after discussion or cancel the appointment also.
What was the response of HR/employer himself when you declined to accept the T&C?
In this case of case of declinature by employee did the employer/Its HR personnel state that they shall not amend, negotiate to amend but shall cancel the appointment and appointment letter?
If yes you have been terminated and you may hold employer liable for notice pay, harassment t etc as per your experience.
Looking into the conduct of HR/Employer in your case, you should reject to accept tantrums of HR/employer himself and place on record the facts and claim wages for the days worked and any other claim that you may have.
You must vehemently deny the charge of abscondment and caution the HR/employer not to record in its internal records or to comments to any one else that you are absconder.
Absconder is a derogatory word you can find the literal meaning in dictionary.
If you are not able to handle the mater on your own you can approach your lawyer and your lawyer would know how to settle the matter.
You can also approach IT/ITeS employees unions, IT women employees union, Trade unions that are more than willing to embrace IT employees…………………………..lawful authorities, court of law e.g;
IT/BPO Voice of India | Facebook
Shiv Mahiti Ani Tantradyan Sena(Shiv IT SENA)
-Inspector under Shops and Commercial Establishments Act;
-o/o Labor commissioner
Defend your right.