Explain the position to next employer preferably in writing and elaborate that current employer may not issue acceptance of resignation, FNF statement, service certificate, relieving letter and you can provide only copy of resignation and its proof of dispatch, obtain its concurrence in writing.
Is the statement of Manager in writing or it is verbal?
You may record it (audio/visual) for use at appropriate time in appropriate forum and keep a witness.
The manager may not be authorized/competent to accept your notice by board of the company!
Even employer can not stop payment of FNF wages!
Employee can not be bonded!
The conditions being put by your manager puts you in disadvantageous position!
You may not submit resignation to your manager and must submit it to good offices of appointing authority, MD preferably by redg. Post, and affirm to adjust notice pay in FNF statement and ask to send FNF statement to you for verification and acceptance. You must mention that no tasks are pending at your end and to whom you should handover the charge under proper acknowledgment on the spot. You may add that now onwards routine duties may be assigned to you that can be completed on day to day basis within and up to expiry of notice period tendered by you last date in office i.e dated………………………
The notice period and notice period in lieu of notice pay is part of service conditions.
Service conditions are stated in standing orders applicable to the establishment (certified/model) and extended to the designation of employee. Standing Orders certified/model is instrument of law/statue and shall prevail upon any private agreement that employer has signed with employee e.g. appointment letter, contract of employment etc………………..The standing orders are to be displayed at a conspicuous place in establishment e.g. notice board and should be circulated to employees. Employer has to supply a certified copy if employee demands it even if against a nominal payment say Rs.10/……….Employee or any one can obtain certified copy of standing orders from certifying officer (CO. That may be DLC in o/o Labor Commissioner at location of Redg. Office of the company) against a set payment say Rs.3/page! Employer PERSONNALLY is held responsible for faithful observance of standing orders.
If standing orders are applicable but are not certified Model Standing orders shall apply.
You may go thru Model Standing orders Sec13-18.
During probation period notice period is NIL and after confirmation 1month. FNF wages should be paid on last day in office or say within next 3days or max. by usual pay day.
Service certificate is to be issued to all employees.
If you are covered by standing orders then no employer can violate standing orders.
Notice period/pay is also stated in (Name of your state) Shops and Commercial establishments Act and it is not more than 1 month.
In another thread an employee has posted the Chief Inspector under this Act commented that notice period as per the Act shall prevail.
Designation alone does not decide employee shall be covered as ‘Workman ‘as in ID Act and ‘Employee’ as in (Name of your state) Shops and Commercial establishments Act.
Assuming that you are not covered by either of the enactments then service conditions shall be governed by ‘Service and Regulations’ “HR policy’ reference of which is usually made in appointment letter. Such rules/policies should be kept in knowledge domain of employee e.g. HR portal and employee can demand and employer has to supply a certified copy of such rules and regulations.
In the absence of any applicable/approved rules reference to appointment letter may be made.
Even in such case notice pay in lieu of notice period can be tendered!
There are many threads on similar queries e.g;
Do not hesitate to approach your lawyer and proceed under expert advise of your lawyer.
In your kind of trade it is always appropriate to be member of employees unions and affiliate with trade unions.