Not getting my fnf amount
2 months ago
Can i get my salary + conveyance + incentive + late payment charges from the day when i left my job ?
A.Dear Client,
Upon termination of employment, whether through resignation or other means, an employer is not justified in withholding an employee's relieving letter and Full and Final (F&F) Settlement dues without valid reasons, unless there is proven misconduct. Such actions amount to unfair labor practices. In the current situation, it is advisable to issue a legal notice addressing the employer's arbitrary and unethical behavior.
If the individual is classified as a workman under Section 2(s) of the Industrial Dispute Act, the next steps involve reaching out to the relevant office of the Labour Commissioner. A complaint should be filed against the employer to address the arbitrary and illegal actions, and concurrently, an application under Section 33C(2) of the Industrial Dispute Act can be submitted to the appropriate Labour Court, claiming dues from the employer.
In the event that the individual holds a managerial or supervisory position, filing a civil suit before the Civil Court is necessary to seek appropriate relief. If assistance is required in drafting the complaint or initiating a dispute under the Industrial Dispute Act before the Industrial Tribunal, Labour Court, or Civil Court, the legal team can be contacted with the relevant documents.
Upon termination of employment, whether through resignation or other means, an employer is not justified in withholding an employee's relieving letter and Full and Final (F&F) Settlement dues without valid reasons, unless there is proven misconduct. Such actions amount to unfair labor practices. In the current situation, it is advisable to issue a legal notice addressing the employer's arbitrary and unethical behavior.
If the individual is classified as a workman under Section 2(s) of the Industrial Dispute Act, the next steps involve reaching out to the relevant office of the Labour Commissioner. A complaint should be filed against the employer to address the arbitrary and illegal actions, and concurrently, an application under Section 33C(2) of the Industrial Dispute Act can be submitted to the appropriate Labour Court, claiming dues from the employer.
In the event that the individual holds a managerial or supervisory position, filing a civil suit before the Civil Court is necessary to seek appropriate relief. If assistance is required in drafting the complaint or initiating a dispute under the Industrial Dispute Act before the Industrial Tribunal, Labour Court, or Civil Court, the legal team can be contacted with the relevant documents.
Helpful
Helpful
Share
A.Dear Client,
On cessation of employment either on resignation or otherwise, except for proven misconduct, an employer cannot withhold the relieving letter and F & F Settlement dues of an employee without any valid reason which amounts to unfair labour practice. In the prevailing situation, you need to serve a legal notice protesting the arbitrary and unethical action of the employer and if you are not holding the position of Manager/Supervisor but a workman as defined u/s.2(s) of the Industrial Dispute Act then for such an arbitrary and illegal action, reach out to the office of the Labour Commissioner concerned for filing a complaint against the employer for redressal of your grievance and simultaneously file an application u/s.33C(2) of the I D Act before the concerned Labour Court claiming dues from your employer. In case you are holding the position of Manager/Supervisor in the Company, you have to file a civil suit before the Civil Court for appropriate relief. In case you need any assistance in the matter of drafting the complaint or raising a dispute under I D Act before the Industrial Tribunal / Labour Court/Civil Court, you may contact our legal team with the relevant papers.
On cessation of employment either on resignation or otherwise, except for proven misconduct, an employer cannot withhold the relieving letter and F & F Settlement dues of an employee without any valid reason which amounts to unfair labour practice. In the prevailing situation, you need to serve a legal notice protesting the arbitrary and unethical action of the employer and if you are not holding the position of Manager/Supervisor but a workman as defined u/s.2(s) of the Industrial Dispute Act then for such an arbitrary and illegal action, reach out to the office of the Labour Commissioner concerned for filing a complaint against the employer for redressal of your grievance and simultaneously file an application u/s.33C(2) of the I D Act before the concerned Labour Court claiming dues from your employer. In case you are holding the position of Manager/Supervisor in the Company, you have to file a civil suit before the Civil Court for appropriate relief. In case you need any assistance in the matter of drafting the complaint or raising a dispute under I D Act before the Industrial Tribunal / Labour Court/Civil Court, you may contact our legal team with the relevant papers.
Helpful
Helpful
Share
Read Related Answers
Is constructing a factory legal in local area
Dear Client,
Factories are mostly located outside the city to avoid pollution and commercial congestion. Various types of gases will be released into the atmosphere based on the factory and can harm t...
Experience Service letter after the termination due to unplanned absentism
Dear Client,
On cessation of employment either on resignation or otherwise, an employee deserves an experience certificate or relieving letter from his employer. An employer cannot withhold the relie...
EPF service overlap
Dear Client,
There is no overarching law that prohibits a person from doing multiple jobs. It is not illegal however both companies should not have the clause “cannot take up work full time in some ot...
I have Award passed by Labour court in Refrence IDA
Dear Client,
As per Sec.17(1) of the Industrial Dispute Act, 1947 (1) an award (including an arbitration award) shall become enforceable on the expiry of thirty days from the date of its publication u...
Seeking Guidance on Manager's Weekend Work Expectations during Notice Period
Dear Client,
While you are serving your notice period post-resignation in compliance with the terms of your employment, any unethical behavior or threat from the employer may be termed as victimizatio...
Read Blogs on Industrial Laws
Industrial Laws Lawyers
Find Lawyers by Location
