You may show the documents on record starting from job advt,job application,interview call letter,selection letter,offer letter,appointment letter,service agreement/BOND, resignation letter, termination letter, acknowledgment of handover of charge,copy of notice period tendered by you, copy of communications demanding notice of resignation,acknowledgment of notice of resignation tendered by you,acknowledgment issued for cheque of notice pay by you,demand of BOND value when you tendered resignation, copy of communication by Univ. transferring you to next batch of 2014 and cancelling your admission due to shortfall in attendance, your communications to let you complete education and demanding proof of fee paid, company's reply stating that it has paid your tution fees,,and any other communication record ......................to your Labor Law consultant/service matter lawyer and understand the merits and options and remedies before you proceed further and start writing to your company.................
The reply to the termination letter should preferably be issued thru your able lawyer.
Has the company returned the same cheque that was submitted by you for notice pay or it had banked and encashed your cheque and has now refunded the amount of notice pay by its cheque?
Did the company issue acknowledgment of notice of resignation and also acceptance of resignation and issue any communications asking you to handover company property/handover the charge/obtain NOC/NDC............submit notice pay/Bond value........?
Did it issue FnF statement showing the adjustment of notice pay, earned wages,leave encashment,bonus, Gratuity etc...........and supply the PF passbook or a/c slips and PF number?
Did you download PF rules of the company and does it have its PF trust or PF is administered by EPFO?
Did you submit PF withdrawal/transfer forms and do you have the acknowledgment?
Did the company decline to disburse your PF?
Is it stated in PF rules and BOND signed by you or in service rules that PF can be adjusted against dues from employee?
You seem to right in demanding the proof of payment of fee from the company as fee for distance learning courses is usually low and if it is say thru ...................IGNOU................it might be peanuts!
Moreover since it was distance learning course and classes were on Sundays ,..............hence there was no conflict with duty hours and company was not affected........
It is not a case in which company can fetch profits from distance learning course and hence BOND drafted fro employee.....
YOur lawyer may also opine that liquidated damages are not neccessarily to be paid on demand and may have to be proved...............................to point out that there is no possibility and mechanism of calculating the damages..................................and /or pleaded that the clauses of the bonds in question were unfair, unjust...........
You may find following threads and following judgement, legal points and legal interpretations relevant and useful...........................
https://www.lawyersclubindia.com/forum/Non-payment-of-indemnity-bond-109189.asp#.VKY3r6KUcqM
https://www.lawyersclubindia.com/experts/Payment-of-indemnity-bond-419196.asp#.VKY4H6KUcqN
Delhi High Court
M/S. Sicpa India Limited vs Shri Manas Pratim Deb on 17 November, 2011
https://indiankanoon.org/doc/116592600/
Your lawyer may also opine to contest the termination order terming it as bad and to call it back and also to contest the Notice period/pay of 60 days that may not neccessarily be applicable in your case and that correct notice period/pay applicable in your case is max. 30 days in line with enactments applicable to the establishment e.g. (name of the state) Shops and Commercial Establishments Act, Standing Orders (certified/Model)........
