You have posted that:
-------“My organisation is a small one (with 15-20 employees) and supplies man-power to some technology companies here in Bangalore.’
It must have registered under Karnataka Shops and Establishments Act and registration must have been displayed near entrance/on notice board.
You may go thru Section: 15: Annual Leave with Wages and relate for compliance and violation, Sec:16, 18
Sec;39 : Notice of Dismissal; The max. notice period id 1 month.
The higher notice period is obviously for the benefit of employer.
---------“My appointment letter says that the notice period is 30 days (i joined in Oct 2010), however the HR says that they have changed this to 60days in the past few months.’
“I have not recieved any written communication about this”
“Even if they say it is 60days, ‘
Gossip and rumor can not be rules.
Service conditions can not be changed by a roadside gossip.
The employer must issue a communication/notice by effective mode of communication.
Employee can reject or accept.
As per you were neither notified nor you accepted the change in service condition pertaining to notice period.
Thus notice period of 60 days should not be applied.
HR is not your employer. He/she is just another employee in the company.
If he/she is entrusted the job of settling the account then he/she should do it by honest means and convince the employer.
If he/she is given unreasonable/unlawful instructions by his/her masters he/she should stand up against it, and should not get swayed to be executioner of ill willed employer.
At times when HR gets trapped they also run to seek legal advice.
https://www.lawyersclubindia.com/experts/Provident-fund-411521.asp#.UgJ0HtKAqWM
--------“they told me that they will be able to releive me only if they find a replacement. They found a replacement in the first week of July and I trained that new person for a week covering all the topics.
Nevertheless, the HR asked me to serve until 19th of July which I did.
“
You have displayed character and performed your part of the contract.
You are a good employee.
--------“why would they not pay me my EL encashment? ‘
Is it stated in the appointment letter that EL/annual leave can be adjusted against notice period/pay?
--------“doesn't it mean that I have served 2months of notice including those 14 days? ‘
NO.
--------“Shouldn't they pay me salary of July completely?’
NO.
You can claim that notice period is 1 month and decline to accept the FNF statement in writing terming it as incorrect.
Let the employer reply to you in writing.
Based on the reply in writing on record you can proceed further as deemed fit at your end.
