Dear Guest 73,
While I have full sympathy for you but there are certain details which need to be shared before I can offer you an appropriate advice in the matter:
1. Changing the details in resignation letter by HR is absolutely unethical immoral and illegal.
2. You may have joined in sports quota but service conditions on exit do not differ.
3. You need to share your appoint letter or contents on exit clause in the letter.
4. Every standard company has leave policy for the employees, please share your leave policy document.
5. Please share original resignation letter also.
Warm Regards
Bharat Gera
HR Consultant
9322404765
From India, Thane
223While I have full sympathy for you but there are certain details which need to be shared before I can offer you an appropriate advice in the matter:
1. Changing the details in resignation letter by HR is absolutely unethical immoral and illegal.
2. You may have joined in sports quota but service conditions on exit do not differ.
3. You need to share your appoint letter or contents on exit clause in the letter.
4. Every standard company has leave policy for the employees, please share your leave policy document.
5. Please share original resignation letter also.
Warm Regards
Bharat Gera
HR Consultant
9322404765
From India, Thane
Dear Bharat sir,
Thanks for your response sir. Since I worked as a regular employee for 13 yrs I didn't debated on whether it is mentioned in letter or not.
The main drawback is that our company never shared their policy and simply say orally it's company policy that all PL/EL lapse. In 2017 Jan my PL was 92 days and if I resigned that time means 92 days becomes zero (which is 3 months salary) and then it is like either serve 3 months or pay which is like they extract six months salary along withholding unclaimed. When company is reluctant to show their policy how can an employee debate on that.
My doubt is can company have a policy saying all PL will lapse. Is it not a statutory entitlement. My HR is aware that he is having cushion for 4 months salary amount on his side and try to play a game like he is too generous as he didn't made me much to pay. I feel cheated and that thought is killing me. Sir I am posting from mobile and donno how to attach. Will send by mail if you give us mail ID.
From India, undefined
Thanks for your response sir. Since I worked as a regular employee for 13 yrs I didn't debated on whether it is mentioned in letter or not.
The main drawback is that our company never shared their policy and simply say orally it's company policy that all PL/EL lapse. In 2017 Jan my PL was 92 days and if I resigned that time means 92 days becomes zero (which is 3 months salary) and then it is like either serve 3 months or pay which is like they extract six months salary along withholding unclaimed. When company is reluctant to show their policy how can an employee debate on that.
My doubt is can company have a policy saying all PL will lapse. Is it not a statutory entitlement. My HR is aware that he is having cushion for 4 months salary amount on his side and try to play a game like he is too generous as he didn't made me much to pay. I feel cheated and that thought is killing me. Sir I am posting from mobile and donno how to attach. Will send by mail if you give us mail ID.
From India, undefined
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