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If your company released you on 20/02/2023 for which if you have any mail or message then you can take this up with ex company through a lawyer. A legal notice can be sent to them to correct the last day with the EPF portal.

Dear Client,

A housing society can charge reasonable fees for use of common facilities like a clubhouse or lift, but such charges must be approved in the society’s bye-laws or by a general body resolution and must be applied uniformly without discrimination.

Charging a clubhouse fee per function from owners is generally legal if it is part of the approved tariff. However, charging separate lift charges only from tenants or rented occupants for shifting household goods may be questionable i

Dear Sir,

Check Companies Linked to Your DIN (MOST IMPORTANT)

Go to the official portal of Ministry of Corporate Affairs (MCA):

MCA → View Director Master Data

Steps:

Open MCA website

Click MCA Services

Select View Director Master Data

Enter DIN

Submit

You will see:

Your name

DIN status

List of companies where you are shown as Director / Designated Partner

If any company appears that you never joined → MISUSE CONFIRMED

Check DIN Status

DIN status should be:

Approved

Active

Dear Sir,
Legal Notice through Advocate (Very Effective)

Send a legal notice to company:

Demand unpaid salary

Give 7–10 days’ time

Warn of legal action

Many companies pay immediately to avoid litigation.

Dear Client,
Before joining another Company, you are required to tender your resignation and to obtain a relieving letter from the earlier company, serving the notice period as per the terms of employment and failing to do so, eventually caused the overlapping of service. The overlapping in service concerning previous and present establishments and any anomaly or discrepancy in EPF records of any registered member may be grounds for future disputes. When your EPF record shows an anomaly in the

Dear Client,
When a person works in an establishment for just four days, the status of such person is treated as a probationer/trainee(often paid stipend) and may not be classified as "workers" if the engagement is primarily for learning rather than performing core operational duties. So, the standing rules or regulations do not apply to the trainee/probationer unless it is specifically mentioned in the offer/appointment letter specifying that even on resignation during the probation/training,

Dear Client,
There is nothing to worry if you acted upon following the terms of bond agreement. The validity of Employment bonds can be challenged based on Section 27 of the Indian Contract Act,1872, which prohibits any agreement in restraint of trade and profession. The law states that an agreement (employment bond) will be illegal only if it restrains someone from exercising a lawful profession/ trade/ business. As per the mandate of Section 27 of the Indian Contract Act,1872, any terms and c

Dear Client,
Your query suffers from a lack of information and transparency to address it suitably. You expressed your situation, but did not provide a cause of action that attracts a legal remedy. This is a legal forum, where in the absence of a specific cause of action, suitable legal remedies cannot be suggested based on the standalone situation/circumstances. So, please revert to us with more details and a cause of action that requires a legal remedy.

Dear Client,
In the given scenario, you can defend the complaint before the ICCs (Internal Complaints Committee) taking the recourse of Section 14 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, also known as the PoSH Act, that addresses the penalties for filing a false or malicious complaint in violation of the provision of governing law/policy. In that case, the ICCs (Internal Complaints Committee) may initiate the departmental inquiry into t

Dear Client,
Your query is too insufficient to address properly. However, be informed that to get unpaid salary from the company, serving a legal notice to the company, you can file a complaint over unfair labour practice before the concerned Labour Commissioner or the Chief Inspector, Shops and Establishments, as the case may be, seeking their intervention to resolve the issue, failing which you can apply before the concerned Labour Court under Section 33C(2) of the Industrial Disputes Act, 19