Wrongful Termination - Evaluation & Suggestions

My expulsion letter cites violations of the employee Code of Conduct mentioned below: • On 9Jul – you had left the office premises in between your shift and reported back only to secure your shift & swipe out for the day. • On 6Aug – You confirmed to be present on the day, however we could not substantiate your presence through Swipe-In/Swipe-Out or CCTV footage. We further, validated that you had punched in your attendance through your cellphone. “This is a breach of Company’s Policies & Procedures making you culpable to a strict disciplinary action against you. Employment is terminated with the Company.” I requested for Redressal for Wrongful Termination with the explanation: 1. Absence from Office Premises on 9Jul: I was asked to endorse this statement on the 10Aug, nearly a month after the occurrence. During an unplanned HR interaction, I explained that I am unable to accurately recall the events of that day or the reasons for my absence. I had inadequate time to provide a comprehensive response & I didn’t receive a Show Cause email to address the matter formally but I documented the same on papers in the meeting. 2. Confirmed Presence on 6Aug: I categorically stated in the meeting that I did not report to the office on the specified date. I documented the same on papers, in my defence. Beehive, according to HR, permitted manual attendance entries through which I marked myself as present, raising concerns about the credibility of the attendance regularization process. Circumstances surrounding my termination raise serious questions about the company’s adherence to employee rights, fair treatment & ethical business practices - Discrepancy in the sequence of events: My last working day was 11th Aug & an email was excepted on 14th Aug. T-letter reached me a full 7 days later, on 18th Aug. Preemptive Termination Planning: The chronology of my termination following my voluntary resignation on 5th Aug suggests a premeditated attempt to identify grounds for dismissal. Confidentiality Breach: Disclosure of my confidential medical information & document by my manager, constitutes a breach of Conduct. Disregard for Employee Well-being: Forcing to work immediately a day after my operation on the 2nd June. Invalid Termination Grounds: Termination on 11th Aug, devoid of an opportunity for a Show Cause response or fair due process. Confidentiality Violation in Communication: Convening of a formal meeting on the same day of my termination, during which details regarding my termination were disclosed, violates confidentiality and tarnishes my reputation. Pattern of Abuse & Discrimination: Accumulation of incidents, reflective of mistreatment, discrimination & emotional distress, displays the work environment & the company’s tolerance for misconduct. I requested an experience letter & a clear BGVC record. Got a reply to wait for 30days. Shall I implore a compensation for such distressing financial impact and mental health? Am I legally correct?