Whether the company is allowed to give the spot termination - claiming the certification charges decreased their margin with the distributor

Whether the company is allowed to give on-the-spot termination, whereas it is clearly mentioned in the offer letter that either side has to give one month's notice. They are not paying me for 15 days and are also claiming certification charges from me, which they had paid, thus decreasing their margin with the distributor. In the offer letter and in the circular, they had not mentioned anything regarding this. Please help me out with this weird situation.

Yes, spot termination can happen on a case-by-case basis, depending on the reasons for termination. Ideally, the company can release you by paying one month's salary or providing one month's notice. This largely depends on your employment terms and conditions. Clawing back training fees never sounds ethical on the company's part. In the absence of any such understanding, you must stand firm. Additionally, no company can withhold your payable salary, so you must seek your 15 days' pay.

SA

Dear Anand,

Please answer my few questions in order to provide you with better advice:

1. On which position were you working?
2. How much time did you spend in the company?
3. What was the reason for your termination as per the management? Was it misconduct or underperformance?
4. What does your appointment letter say about the notice period? How many days of notice period are required to be served by both parties?

Please answer the above questions so that I can assist you effectively.

Dear Anand,

You have only presented one side of the story. In order to arrive at a logical conclusion, we require additional information as detailed by Mr. Kamal Kant Tyagi. Spot termination is typically utilized for serious misconduct or crimes. However, if your appointment specifies a 30-day notice in writing or salary in lieu thereof, the company must comply with these terms. The company cannot reject both.

Please provide further details about your case so that a more meaningful response can be provided.

No company should terminate anyone without a valid reason. You have not provided details about the incident or what mistake you have made. If you are truly innocent, you can challenge this through the Labour Department by submitting a grievance letter. This way, you may find some satisfaction in knowing that they will review your case and hopefully provide justice.