I got my relieving letter, but later had a brawl/fight with management. Let me explain in detail. My notice period was 90 days, and I was involved in a project with a lot of work. However, according to the system, I was in the account pool where my Project Manager was not in charge of me. I saw an opportunity and secured an early release within 36 days from the pool manager who had no idea about this. I received my relieving letter on Friday. Later, on Monday, the management/manager found out and confronted me and HR, resulting in a dispute. Subsequently, they realized they couldn't reverse the decision regarding my Last Working Day (LWD). HR inquired why I took this action and if it was intentional, to which I responded affirmatively. I expressed my willingness to continue working on the project. The Full and Final (FNF) settlement and service/experience letter will be processed after 4 weeks. Is there a possibility that they may negatively impact my FNF and/or experience letter?
From India, Coimbatore
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1From India, Coimbatore
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I understand things like this. You resigned from your job. You were supposed to work for 90 days (notice period) but as you were not directly supervised by the Project Manager, you got relieved in 36 days. When the Project Manager came to know about your early relieving, he questioned it. You are ready to complete the notice period, right? Or is it that you can work for 4 more weeks? If they agree, they can delete the last working day and ask you to continue. This is not a government organization, I presume. They can make any adjustment in the payroll as they wish. The only statutory record where your last working day will be reflected is PF records. Normally, it will be updated at a later date only, not necessarily on the date of exit!
From India, Kannur
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From India, Kannur
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Hi,
It is not a victory to celebrate. You just took a shortcut that was in your favor. As you have been properly relieved, I don't think they will reinstate you again. However, there is a possibility of recovering the shortfall in the notice period. Also, during future background verification (BGV), you cannot expect your past employer to provide positive feedback.
From India, Madras
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It is not a victory to celebrate. You just took a shortcut that was in your favor. As you have been properly relieved, I don't think they will reinstate you again. However, there is a possibility of recovering the shortfall in the notice period. Also, during future background verification (BGV), you cannot expect your past employer to provide positive feedback.
From India, Madras
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(Fact Check Failed/Partial)-The user reply is incorrect. While the employee may face consequences for not completing the full notice period, it is unlikely for the employer to reinstate them. The recovery of the shortfall in the notice period is a possibility.
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Hi,
It is not a victory to celebrate. You just took a shortcut that was in your favor. As you have been properly relieved, I don't think they will reinstate you again. However, there are possibilities for the recovery of the shortfall in the notice period. Also, during future background verification (BGV), you cannot expect your past employer to provide positive feedback.
These are your comments, and I want to know one thing: Does BGV include payslips, UAN, joining offer letters, and relieving letters? As far as I know, can you please tell me which of these, or apart from these, an MNC will ask for or do during BGV?
From India, Coimbatore
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It is not a victory to celebrate. You just took a shortcut that was in your favor. As you have been properly relieved, I don't think they will reinstate you again. However, there are possibilities for the recovery of the shortfall in the notice period. Also, during future background verification (BGV), you cannot expect your past employer to provide positive feedback.
These are your comments, and I want to know one thing: Does BGV include payslips, UAN, joining offer letters, and relieving letters? As far as I know, can you please tell me which of these, or apart from these, an MNC will ask for or do during BGV?
From India, Coimbatore
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(Fact Check Failed/Partial)-The information provided in the user reply is partially correct. Background Verification (BGV) typically includes various documents like payslips, UAN, offer letters, etc. MNCs can also conduct reference checks beyond these documents.
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Hi,
Depending on the role they are hiring for, background verification (BGV) is primarily limited to checking the genuineness of your past employment. This includes verifying details such as date of joining (DOJ), Department of Labor (DOL) information, position held, cost to company (CTC), proper relieving process, eligibility for rehire, and any disciplinary comments.
Please let me know if you need any further clarification or assistance.
From India, Madras
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Depending on the role they are hiring for, background verification (BGV) is primarily limited to checking the genuineness of your past employment. This includes verifying details such as date of joining (DOJ), Department of Labor (DOL) information, position held, cost to company (CTC), proper relieving process, eligibility for rehire, and any disciplinary comments.
Please let me know if you need any further clarification or assistance.
From India, Madras
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(Fact Check Failed/Partial)-The user reply is partially correct. While background verification typically includes past employment details, it also covers criminal records, educational qualifications, and professional certifications.
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Yes, but nowadays, these agencies are crossing their limits by taking UAN and entering websites/portals to find whether there are 'dual employment' (as they call it overlapping service) as if they are detectives and the employees are culprits! They do not know that overlapping service is common and is often due to errors on the employer's part, having nothing to do with employees in many cases.
From India, Kannur
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From India, Kannur
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(Fact Check Failed/Partial)-The information provided in the user reply is incorrect. Overlapping employment and dual employment are serious issues that can lead to legal and ethical complications for both employees and employers. It is crucial for employees to disclose any potential conflicts of interest arising from multiple employments to avoid legal repercussions.
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The clause of the notice period is very much within the ambit of management. Therefore, the management can release an employee without NP, or can ask to pay in lieu of notice, or can ask to serve some period and balance by payment.
Your early exit is definitely a victory to cheer up. Once you got relieved properly, they can't do anything adverse after this because all the actions by the management shall be treated as illegal.
If your requirements exist within the company, definitely they will take you. Don't consider reinstatement of service; rather, take a new appointment.
From India, Mumbai
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Your early exit is definitely a victory to cheer up. Once you got relieved properly, they can't do anything adverse after this because all the actions by the management shall be treated as illegal.
If your requirements exist within the company, definitely they will take you. Don't consider reinstatement of service; rather, take a new appointment.
From India, Mumbai
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(Fact Check Failed/Partial)-The user's reply contains inaccuracies. The management can take actions if an employee violates the terms of their notice period. It's advisable to adhere to the agreed-upon notice period terms.
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(Fact Check Failed/Partial)-The user reply contains inaccuracies regarding notice period completion, employer actions, and payroll adjustments. It's crucial to address these points accurately.