Hi all
I want some info.
1. I resigned from my previous company. I requested to releive me early and they have accepted for that. They have holded my 1 month 10 days salary. Because they have releived me early still i have to pay the number of days i have not serviced?
2. I have resigned from my previous company. its been 9 months and till now the Final Settlement has not been done. What action can be taken.
3. Now they are telling that the documents might be missing.
please tell me what action can be taken against the company
From India, Vadodara
6I want some info.
1. I resigned from my previous company. I requested to releive me early and they have accepted for that. They have holded my 1 month 10 days salary. Because they have releived me early still i have to pay the number of days i have not serviced?
2. I have resigned from my previous company. its been 9 months and till now the Final Settlement has not been done. What action can be taken.
3. Now they are telling that the documents might be missing.
please tell me what action can be taken against the company
From India, Vadodara
First and utmost action required is just go and meet the responsible person who is doing full & final there. If he is not giving proper response then talk to the senior persons even the HR Head. Mark the mail to them.
May be paper is misplaced, so don't be tense just ask them what formality is required from your side.
Do follow up with them if then too your problem is not solved then probably you will required some legal advise.
Without knowing much about your company its quiet difficult to advice you.Good wishes.
From India, Delhi
May be paper is misplaced, so don't be tense just ask them what formality is required from your side.
Do follow up with them if then too your problem is not solved then probably you will required some legal advise.
Without knowing much about your company its quiet difficult to advice you.Good wishes.
From India, Delhi
Well, missing paper is not a valid reason or issue for delaying the fnf and if the paper are missed they are only the responsible for. There must be some alternate to settle the things by mutual understanding. Initially drop an email to the Head HR and cc it to the CEO and MD mentioning all the things and ask to respond. and if then still no response then you can consult with the labour officer of that area.
From India, Lucknow
From India, Lucknow
by referring and extending it by Couvery further, I would suggest you to visit them personally and know the reasons of delay in your F&F.
You mus try to meet HR Head by carrying Acceptance of Resignation, Exit Clearance or Relieving Certificate (if any).
About the payment for the day you have not worked, is actually a short notice period /compensation to employer by employee. As it is you who wanted to get relieve early and they accepted it too but you were not according to the terms and conditions of "Notice Period" therefore, it is applicable and valid
From India, Gurgaon
You mus try to meet HR Head by carrying Acceptance of Resignation, Exit Clearance or Relieving Certificate (if any).
About the payment for the day you have not worked, is actually a short notice period /compensation to employer by employee. As it is you who wanted to get relieve early and they accepted it too but you were not according to the terms and conditions of "Notice Period" therefore, it is applicable and valid
From India, Gurgaon
Dear Vamsi: Pl see your appointment letter or service terms for your notice period. For the unserved notice period your salary is liable to be attached to that extent. So verify that position. As regards your F&F settlement, as suggested already, first have a direct dialogue on the subject, if nothing worthwhile comes out of it, you may give a detailed application to the employer with copy to the concerned Labour Officer. Thereafter, you may please pursue further legal options and consult some expert on the course of action needed. KK
From India, Bhopal
From India, Bhopal
First, if there is short fall of notice period the employer can deduct your salary for the same.
Second, if due to missing of paper your F&F is not being done, just visit & meet to the concerned person int he company and take his/her advice for getting F&F done. If the advice deemed acceptable and believable then follow it and wait for response but give priority written activity as a proof for future reference. First avoid for legal action but don't quit without legalised.
From India, Faridabad
Second, if due to missing of paper your F&F is not being done, just visit & meet to the concerned person int he company and take his/her advice for getting F&F done. If the advice deemed acceptable and believable then follow it and wait for response but give priority written activity as a proof for future reference. First avoid for legal action but don't quit without legalised.
From India, Faridabad
Dear Vamshi,
As Kknair, suggested, it; s not possible to give and advise before knowing the terms and conditions of your Appointment Letter.
Generally, in many Organisation, they do not show more interest regarding final settlement of an Employee, if the Employee not giving much interest. So, you have to contact the related Personnel from your side. I, know, that is their duty, to settle your account but also needs your involvement.
See, the reason you have given is not justified. If, this is fact, thay should solve it. Defenitele, there is something else, which you can know after asking.
Remember, one thing never hesitate to ask. Final sattlement of left Employees is the duty of the Organisation. If, they are not doing such, they are calling problems.
Not sattlement of Account means till there is alot of thingh, they have to give the Employee.
So do not worry, If possible ons show me your Appointment letter or take sistance of a Legal Professional but in worst case.
From India
As Kknair, suggested, it; s not possible to give and advise before knowing the terms and conditions of your Appointment Letter.
Generally, in many Organisation, they do not show more interest regarding final settlement of an Employee, if the Employee not giving much interest. So, you have to contact the related Personnel from your side. I, know, that is their duty, to settle your account but also needs your involvement.
See, the reason you have given is not justified. If, this is fact, thay should solve it. Defenitele, there is something else, which you can know after asking.
Remember, one thing never hesitate to ask. Final sattlement of left Employees is the duty of the Organisation. If, they are not doing such, they are calling problems.
Not sattlement of Account means till there is alot of thingh, they have to give the Employee.
So do not worry, If possible ons show me your Appointment letter or take sistance of a Legal Professional but in worst case.
From India
In continuation to the query put by friend: Can an employee opt for PF withdrawal from the previous employer if incase the latter is planning to transfer the account to the present employer against the will of the employee, who needs the money back in cash? For information, the previous job was of a government body and the PF was maintained by an internal PF Trust as the employee was not confirmed but was on probation.
If the money can be withdrawn then kindly refer me the Sections and Rules of the PF Act
And moreover the employer agreed to release the EL encashment and GSLI and others except PF-the latter being planned to transfer to the new employer who is a pure state government
--
Nayan J
From India, Bhubaneswar
If the money can be withdrawn then kindly refer me the Sections and Rules of the PF Act
And moreover the employer agreed to release the EL encashment and GSLI and others except PF-the latter being planned to transfer to the new employer who is a pure state government
--
Nayan J
From India, Bhubaneswar
Dear Nayan: Para 69 of the EPF Scheme details the circumstances in which accumulation in the Fund becomes payable to a member. Since the member is joining another EPF covered institution he is not entitled to withdraw his accumulation. However, as per sub-para 2 if a member is not employed for a continous period of 2 months then in special circumstances the PF Commissioner can authorise the payment. But this Rule can be applied only by obfuscating the facts. KK
From India, Bhopal
From India, Bhopal
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Full n final settlement.doc