It shall be appropriate to approach a competent and experienced labor consultant/service lawyer at Pune. Pune is a big city and you can access good lawyers. Let your lawyer evaluate the merits and you may also understand the implications and chances of raising your demands to such employer. Let your lawyer also explain to you if you can lodge a complaint from Kolkotta, than Pune.
Did you ever place a phone call from Kolkotta and did this MD threaten you. If yes and if he is in habit of threatening you may record such from Kolkotta and lodge a complaint.
You have posted that:
--“I was issued a "Letter of Intent" by an organisation in Pune appointing me as their "Head of Marketing" while I was working in another organisation in Kolkata.”
Did the company agree to pay you relocation allowance? Did you claim any? Has the company denied paying? The letter of Intent might have been supplied at your Kolkotta Address.
Dept of Labor Website can be accessed at:
https://www.mahashramm.gov.in/
--“ I was not given the formal appointment letter”
Did you submit any joining report under acknowledgment?
As no appointment letter was issued to you, you can claim that no terms and conditions on notice of resignation/notice pay were issued and accepted by you.
The employer might have on its mind that it shall square off the dues by adjusting the notice pay on gross salary claiming notice period was of 2 months.
--“ I was not paid any salary from the date of joining till I left after 2 months.”
Did you ever submit request for payment of salary in writing under acknowledgment?
---“ I was sent on tours without any advance payments towards expenses.”
Were you asked by any letter/circular/policy that you need to submit tour programme for approval?
Did you submit tour expense bill for reimbursement? Did the company decline to pay in writing?
--“Have you resigned in writing under acknowledgment?”
Has the company ever issue any stinker, notice, show cause notice, memo to you?
Designation alone does not decide employee is a workman or not?
In a given situation employee can invoke the provisions of Industrial Employment Standing Orders Act, ID Act, Se Act, Factory Act, Payment of Wages Act….. as per explanation of employee under these enactments or approach a civil court.
You may check and confirm whether company has its certified standing orders and extended these to your designation/position? Company should display its standing orders on notice board and supply to employee at nominal charges say Rs.10/..
If certified standing orders are not framed, model standing orders shall apply.
If you rise and raise your demands then you have to keep in mind the character of this MD. If you have the resolve and resources and you can withstand the tactics this MD can apply at Pune you may proceed or you may look at other alternatives available to you.
Valuable advice of learned experts/members is sought.
