Hi, can an employer can terminate an employee without any notice period? will the employer will have right to terminate an employe without any reason i.e simply by saying cost cutting?
From India, Hyderabad
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From India, Hyderabad
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Hi,
We can terminate without notice pay, but we can't terminate him without reason. If he takes the issue to court or the labor commissioner, it may become a problem. Instead of terminating him, we can ask him to submit a resignation letter.
From India, Thiruvananthapuram
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1We can terminate without notice pay, but we can't terminate him without reason. If he takes the issue to court or the labor commissioner, it may become a problem. Instead of terminating him, we can ask him to submit a resignation letter.
From India, Thiruvananthapuram
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Hi,
I think you can terminate the employee for such a reason, but you can give him one month's salary so that he has a period of one month to search for a new job. You can also help him by stating that you will provide a relieving letter on the date he chooses as soon as he secures a new job. This approach will not damage his professional image either.
I hope I am right.
From India, Pune
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I think you can terminate the employee for such a reason, but you can give him one month's salary so that he has a period of one month to search for a new job. You can also help him by stating that you will provide a relieving letter on the date he chooses as soon as he secures a new job. This approach will not damage his professional image either.
I hope I am right.
From India, Pune
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yup. but the thnk is that it is nt necessary to provide the notice pay. its d discretion of the employer
From India, Thiruvananthapuram
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From India, Thiruvananthapuram
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One of my friends was working in a school for 1 1/2 years, and suddenly one day, they asked her to leave the school, and today is her last day. When she asked for the reason, they told her it was due to cost-cutting.
So, what should she do? Please advise.
From India, Hyderabad
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So, what should she do? Please advise.
From India, Hyderabad
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jus confirm wid her that whtr she got payslips for the period she worked. also wat has mentioned in her appnt letter. if everthn is thru v can move to the labour commissioner
From India, Thiruvananthapuram
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From India, Thiruvananthapuram
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Hi all,
Normally, we used to conduct exit interviews only on the last working day of that employee. Why can't we do the same on a quarterly basis? Would it be helpful in reducing the attrition rate?
Thank you.
From India, Thiruvananthapuram
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Normally, we used to conduct exit interviews only on the last working day of that employee. Why can't we do the same on a quarterly basis? Would it be helpful in reducing the attrition rate?
Thank you.
From India, Thiruvananthapuram
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Dear Vidya,
The company can't simply terminate the service without a strong reason. Although in the disciplinary ground, a proper inquiry must be conducted. It must be based on bona fide and not mala fide to ensure natural justice and fairness.
In your case, I found the reason is to cut operational costs. The cost for operation includes the labor cost. If the company needs to cut the labor cost, they can't simply fire the staff.
1. The company must cut the non-productive costs first, such as luxury expenses.
2. Terminate the service of foreign workers or contract staff.
3. Apply the LIFO system - last in, first out.
4. Identify which department to eliminate (job redundancy) and transfer the staff to another department to utilize the manpower capacity.
5. Implement a Mutual Separation Scheme or Volunteer Separation Scheme.
Thanks.
From United States, Houston
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The company can't simply terminate the service without a strong reason. Although in the disciplinary ground, a proper inquiry must be conducted. It must be based on bona fide and not mala fide to ensure natural justice and fairness.
In your case, I found the reason is to cut operational costs. The cost for operation includes the labor cost. If the company needs to cut the labor cost, they can't simply fire the staff.
1. The company must cut the non-productive costs first, such as luxury expenses.
2. Terminate the service of foreign workers or contract staff.
3. Apply the LIFO system - last in, first out.
4. Identify which department to eliminate (job redundancy) and transfer the staff to another department to utilize the manpower capacity.
5. Implement a Mutual Separation Scheme or Volunteer Separation Scheme.
Thanks.
From United States, Houston
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based on the terms and conditions mentioned in your letter of appointment. it should be consider whether you or on probation or not.
From India, Warangal
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From India, Warangal
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Legal Notice for Breach of Notice Period .docx