Hi, I had a bond with my employer but the work environment was not that good so I had to resign within 2 months of joining. My CEO said pls continue to work and I can leave without a bond with two-month notice any time. Again, after 15 months my boss puts an allegation that I am spoiling a team, and nobody is happy with me. So, I was hurt and took a decision to resign and put down the papers. The actual drama started to post my resignation, as MD/CEO started threatening, begging me to continue to work messages together. Since I had committed to join my next organization I didn't heed but continued to serve my 2-month notice period but in fact, I served 2.5 months.
But on the salary day, my HR sends a pre-written mail and is forced to sign if I want to receive the salary for the month. Since I had served more than 2 months' notice I stopped working from that day. I sent a request mail twice, but they ignored my emails.
Finally, I sent a legal notice to the HR manager, but it was received saying "ADDRESS LEFT WITHOUT INSTRUCTIONS". The next day I served notice thru WhatsApp and mail to my reporting manager, CEO, HR and CMD, and all. Now, HR manager who was left without instruction has blocked me on WhatsApp.
How to go about it.
From India, Bengaluru
But on the salary day, my HR sends a pre-written mail and is forced to sign if I want to receive the salary for the month. Since I had served more than 2 months' notice I stopped working from that day. I sent a request mail twice, but they ignored my emails.
Finally, I sent a legal notice to the HR manager, but it was received saying "ADDRESS LEFT WITHOUT INSTRUCTIONS". The next day I served notice thru WhatsApp and mail to my reporting manager, CEO, HR and CMD, and all. Now, HR manager who was left without instruction has blocked me on WhatsApp.
How to go about it.
From India, Bengaluru
Dear member,
I wish you had approached this forum before sending a legal notice to the employer and not after. Nothing wrong as such sending a notice as such but the matter could have been handled differently. By sending a notice, you have convoluted a matter a little.
What is the nature of your industry? How many people work in your company? What is your designation? How many persons report to you? Replies to these questions are necessary in order to assess whether provisions of the Industrial Dispute Act, 1947 apply to you or not.
Thanks,
Dinesh Divekar
From India, Bangalore
7884I wish you had approached this forum before sending a legal notice to the employer and not after. Nothing wrong as such sending a notice as such but the matter could have been handled differently. By sending a notice, you have convoluted a matter a little.
What is the nature of your industry? How many people work in your company? What is your designation? How many persons report to you? Replies to these questions are necessary in order to assess whether provisions of the Industrial Dispute Act, 1947 apply to you or not.
Thanks,
Dinesh Divekar
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
HR-LEGAL FORMS.zip
Social Compliance check list & legal,HR,Ethica l checking file.doc