Free Legal Advice

Dear client,

Request a meeting: Reach out to your immediate supervisor or someone in a higher position within the company to request a meeting to discuss your termination. Explain that you would like to understand the reasons behind their decision and seek clarification on the lack of feedback provided during your short tenure.

Document your work and communications: Make sure to keep records of any work you have completed, including emails, documents, or any other evidence that demonstrates yo

Dear client,

Review your employment contract: Start by reviewing your employment contract or any written agreement you have with your employer. It should outline the terms and conditions related to notice periods, recovery amounts, and the issuance of experience letters.

Notice period and recovery amount: If your employment contract stipulates a notice period of three months and you only served one month, your employer may consider this a breach of contract. In such cases, employers often have

Dear Client,

An employer can not withhold the salary of an employee without any valid reason and in the absence of any such condition in the contract of employment which amounted to unfair labour practice. So in the prevailing situation, reach out to the office of Labour Commissioner concerned for redressal of your grievance by making a complaint against the Company for the unjustified action that proves unfair labour practice on their part. In case your Company falls under the purview of the

Dear client,
We would advise you to serve a legal notice to the company. If that does not work out, please file a complaint to the labour commissioner for unfair labour practice adopted by the company

Dear client, this is illegal. Every employee is supposed to get equal pay for equal work. Please file a case in the appropriate Labour Court to recover your dues. At the same time, you can file a criminal suit under section 499 of IPC for defamation against the MD

Dear Client,
An employee cannot be asked or forced by the Company to submit or tender resignation from the Company which amounted to victimization and unfair labor practice on the part of the employer. An employee can tender his resignation from the service of a Company whenever he wishes following the terms or contract of employment. If the terms of employment require three months notice period for tendering resignation and on non-compliance or breach of said terms of the contract of employmen

Dear Client,

When an employee abandoned his job of a Company without notice or permission, that is treated as misconduct on the part of the employee and if such misconduct is proved in the domestic inquiry conducted following the standing rules or the provision of model standing orders, it takes time to pass an order of discharge against the employee. In your case, it appears that you were discharged from service for proven misconduct by your earlier company w,e,f, 21-Jan -2019. You may of cou

Dear Sir,

Please approach the following authority or similar authority in a state

The Office Commissioner of Labour

Section 12 in The Industrial Disputes Act, 1947
12. Duties of conciliation officers.- (relevant section 12(2) of ID Act)

(1) Where any industrial dispute exists or is apprehended, the conciliation officer may, or where the dispute relates to a public utility service and a notice under section 22 has been given, shall hold conciliation proceedings in the prescribed manner.

(2)

Dear Client,

If any misconduct is committed by an employee during the tenure of employment including the notice period, the Employer can issue a show cause or charge sheet asking for your explanation to said show cause and on finding your explanation unsatisfactory they may initiate disciplinary action following the model standing orders holding an inquiry and giving you an opportunity to defend the allegation. But all these actions or procedure is not applicable to an employee on cessation of

Dear Client,

Service of notice by an employee at the time tendering his resignation from the employment of the employer comes under the purview of the exit policy of the employer and it varies normally from 15 days to 90 days depending on the nature of the employment and establishments.. In an establishment where model standing orders are followed, as per Clause 13(1) of the model standing orders as laid down in Schedule-I of the Industrial Employment(Standing Orders) Central Rules, 1946, for t