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Dear client,
Section 73 of the Indian Contract Act,1872 makes provision for un-liquidated damages (not stipulated in a contract), and Section 74 of the said Act deals with liquidated damages (stipulated in a contract), and no compensation is attracted for mere breach of contract u/s.73. 74 of the Act unless such breach resulted in an actual loss or damage to the opposite party employer. The action of the Company prima facie appears to be an unfair trade practice as defined under Section 2 (47)

Dear client,

1. Understand the Situation
Resignation Processing: Since your resignation was not processed until after your last working day (31/07/2024), the HR's stance on the relieving date and other matters is based on their policy.
PF Contributions: The two PF contributions in your account for the same month indicate that both your previous and current employers contributed to your PF.
2. Communicate with Your Previous Employer
Clarification: Reach out to your previous HR department to cla

Dear Sir,

You have to get issue a strong legal notice claiming compensation. Then you can file a suit for recovery of compensation.

Dear Client,
In the absence of time-bound reporting of the status of an employee to the EPF Authority, such kind of discrepancy arises out of overlapping in service in the EPF Records. Unless the said discrepancy is rectified by your ex-employer, your EPF record will reflect the discrepancy that may potentially affect your claim from the fund. A joint declaration form(JDF) is used to correct Provident Fund (PF) member details. It is a combined form that the employee and employer jointly sign an

Dear Client,
Informing negative feedback from an ex-employer regarding his ex-employee to a prospective employer with the intention to damage his career or deprive him of further employment amounts to unfair labour practice and a violation of natural justice as well as Article 21 of the Constitution. of India that guarantees the right to life. So, in the given scenario, serving a strong legal notice to the ex-employer, reach out to the office of the state Labour Commissioner or the Chief Inspect

Dear Client,
Your query requires more details to respond suitably. However, be informed that Termination or dismissal other than a disciplinary action for proven misconduct amounts to illegal termination/ retrenchment and is defined as an industrial dispute under Section 2A of the Industrial Dispute Act, 1947 which also violated the mandatory provision of Sec.25F and 25N of the I D Act that prescribed certain conditions to comply with by the employer before termination/retrenchment of a workman/

Dear Client,
At first keep a record of all communications with Company A, including emails or written confirmations of the approval from leadership to change the Date of Leaving (DOL). Since you have approval from the leadership, request a formal meeting with someone higher up in the HR or compliance team to discuss the situation. Highlight the impact on your career and the approval you’ve already received. You can send a legal notice, the notice should include all details, such as your actual

Dear Client,
Compensatory off is an entitled leave that an employee can take on a working day as a compensation for working at employers request on a holiday or weekend. In simple terms, when an employee works overtime at the request of his employer, then later he/she can take time off or compensatory off from their work. If an employee works more than 40 hours in a week, they may be eligible for compensatory off. The amount of compensatory off may be calculated based on the number of extra hour

Dear Client,
From the contents of your query, it appears that there exists a buy-back policy of a notice period allowed to an employee who needs an early exit post-resignation and in compliance with the said policy you make the payment for 45 days of your unserved notice period. Accordingly, in compliance with the policy and other formalities, you are legally entitled to receive a relieving letter along with full and final settlement dues including arrears of salaries/wages and other service-lin

Dear Client,
The word unprofessional exit from a company is itself a stigma that adversely affects an employee's service career. When you are ready to meet the demands of the company, it may be unprofessional and unconstitutional on the part of the Company to issue you a relieving letter placing a stigma on it that infringes a person's fundamental right to life as guaranteed under Article 21 of the Constitution of India. Moreover having no PF account there will be no negative impact on the Back