It is suggested that you may not end the employment abruptly an tender some reasonable notice of resignation say 1 month, thus enabling the employer to find and train your replacement and thus avoid loss.
By tendering reasonable notice you are avoiding a situation and employer can not charge you for having caused a loss, delays etc.
However you should mention:
-effective date of your resignation in your appointment letter say 1 month from date of notice and that you are willing to pay notice pay @ as expressed in your appointment letter ( @ basic pay if nothing is mentioned) after the FNF statement is supplied to you which includes all payables to you by the company and all receivables from you by the company and accordingly you shall make the payment of correct amount if any payable by you by a/c payee cheque favoring the company and receipt under original signature and seal of the competent employee of the company shall have to be issued on the spot.
-if there are some compelling and unavoidable issues you should express these to your line management , and good offices including appointing authority, Head-HR, MD/CEO, Chairman, in writing under proper acknowledgment.
Such situations are test of employee and employer. As an employee you should avoid loss to you and employer and apply your goodwill, rapport, persuasion, persistence, negotiation, reasoning skills.
If you are able to resolve the situation while in employment this shall be the quickest and easiest solution.
If despite your best efforts you do not get a relief you may document all representations made by you a gentle letter in writing under acknowledgment, citing your notice of resignation and resign offering to pay the notice pay.