Although it can be incredibly frustrating when an employee is wronged and financially affected by their employer, it may not be wise to take legal action. Many people are involved in the administration process, and a delay or lack of urgency at any stage can result in a long wait for the employee to receive their final settlement, such as their F&F. Even in government service, where there are clear rules for settling dues when an employee leaves, their colleagues can sometimes cause delays, either intentionally or unintentionally, making the ex-employee feel like they are running around in circles. These points are not meant to excuse such delays or make the affected person feel better, but rather to highlight the reality of the situation and help them to be prepared.

Thanks for your replies! The reason for the termination is that I requested a medical/casual leave and also deputed my junior in my absence to take care of my work. Additionally, I have 20 casual leaves pending for the whole year. I received a mail from the company director saying that I am free to discuss my problems with them at any time during 24×7 and that I should have informed them before going, at least by phone. They requested that I contact them on their cell phone and discuss my current problems, while they will request the Executive Director to allow me to work on my laptop. After a few days, I received another mail from the office network saying that since I was absenting from my duties without prior approval, they made several phone calls but I did not respond and that it seemed I was not interested in continuing to serve with the company. As a result, the management lost confidence in me and my services were terminated with immediate effect. I replied, stating that I had applied for a medical leave and had responded to their mail in which they requested me to work through my laptop and discuss with them verbally through phone. I also mentioned that my cell phone had never been switched off since the date mentioned. I suggested that if they had lost faith in me, they could ask me to resign instead of terminating me in this way. I also mentioned that, in my years of experience, no single employer had terminated me and that the termination was a violation of the principle of natural justice. I also stated that, according to the rules of the company and the conditions of the appointment letter, a terminated employee is liable to pay two months’ salary by the company in case of termination by the employer. I asked if I was on medical leave or terminated. I hope this case is now clear. Please provide your suggestion.

I suggest you forget about the fifth point you raised. I’m not sure why you are so troubled by this. As you mentioned, many have left the job without paying a rupee. Regarding the legal aspect, the conclusions drawn from the internet are final. If you read them carefully, you will find your answer. Signing a bond and being a bonded labourer are two different things; in either case, no one can force a person to work (which is slavery). So, the point is that you signed a bond not to get a job, but to get additional training which you were not obliged to take. If your future employer is willing to accept you without a relieving/experience certificate, that is great. But what if they contact your previous employer about the dues? My point is that you should discuss this with your HRM and try to resolve the issue. Nobody wants to take away your opportunity.