Dear Seniors,
Please provide guidance on the legal aspects of implementing a full and final settlement for an employee who has been found to be misusing company resources against company policy.
I am looking forward to your response.
Thanks and regards,
Pramod
From India, Bangalore
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Please provide guidance on the legal aspects of implementing a full and final settlement for an employee who has been found to be misusing company resources against company policy.
I am looking forward to your response.
Thanks and regards,
Pramod
From India, Bangalore
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Dear Mr. Pramod,
In the case of gratuity, you can only forfeit it for proved misconduct of riotous behavior or moral turpitude, for which a show cause is required before forfeiture. Has the misconduct been proved in a properly conducted inquiry? Additionally, the bonus also cannot be attached.
Thank you.
From India, Pune
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66In the case of gratuity, you can only forfeit it for proved misconduct of riotous behavior or moral turpitude, for which a show cause is required before forfeiture. Has the misconduct been proved in a properly conducted inquiry? Additionally, the bonus also cannot be attached.
Thank you.
From India, Pune
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Dear Sir, Thank you for your quick reply., can we hold his FFS till the issue is solved is yes what would be the further steps to be taken. Regards, Pramod
From India, Bangalore
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From India, Bangalore
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Dear Seniors Please confim me is there any legal obligation for termination of Executive employee. Regards Mukti
From India, Jamshedpur
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From India, Jamshedpur
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Dear Mr. Pramod,
You may choose not to accept his resignation and not relieve him until the issue is resolved. Gratuity is payable upon separation only, and other dues are also payable upon separation. Please initiate disciplinary action if he is a workman. Anyway, what are your FFS components?
9011075672
From India, Pune
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You may choose not to accept his resignation and not relieve him until the issue is resolved. Gratuity is payable upon separation only, and other dues are also payable upon separation. Please initiate disciplinary action if he is a workman. Anyway, what are your FFS components?
9011075672
From India, Pune
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Dear Mukti,
The nomenclature of an executive does not necessarily mean that he is not a workman. It depends on the duties that he is performing. If he does not have the authority to sanction leaves, sign gate passes, or perform other administrative duties, he will be considered a workman. After examining his nature of duties, we can analyze whether he is a workman or a supervisor to decide on the mode of termination.
From India, Pune
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The nomenclature of an executive does not necessarily mean that he is not a workman. It depends on the duties that he is performing. If he does not have the authority to sanction leaves, sign gate passes, or perform other administrative duties, he will be considered a workman. After examining his nature of duties, we can analyze whether he is a workman or a supervisor to decide on the mode of termination.
From India, Pune
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Dear Sir,
Employee already quit from the organization. After his leaving, we have been receiving negative feedback from clients that he has misused things, and he was in the system for only 3 months. Please suggest if we can hold his FFS. If yes, what are the further steps to be taken?
Thanks & regards,
Pramod
From India, Bangalore
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Employee already quit from the organization. After his leaving, we have been receiving negative feedback from clients that he has misused things, and he was in the system for only 3 months. Please suggest if we can hold his FFS. If yes, what are the further steps to be taken?
Thanks & regards,
Pramod
From India, Bangalore
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Actualy he is a Customer executive of our sales department. He is on roll. He abused his Boss & thretening him to shoot. Mukti
From India, Jamshedpur
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From India, Jamshedpur
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Dear Sir, You can hold the Final settlement to him. you can also file a police case against with evidences. D.Gurumurthy LL.HR & IR Consultant
From India, Hyderabad
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From India, Hyderabad
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Dear Mukti,
Please issue him a charge sheet and conduct a domestic enquiry. After completing the enquiry and receiving the findings from the enquiry officer, send a copy of the findings to the employee. Upon receiving the employee's comments, you can terminate him through dismissal. However, ensure that the enquiry is conducted following the rules of natural justice and that the misconduct is sufficiently proven.
9011075672
From India, Pune
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Please issue him a charge sheet and conduct a domestic enquiry. After completing the enquiry and receiving the findings from the enquiry officer, send a copy of the findings to the employee. Upon receiving the employee's comments, you can terminate him through dismissal. However, ensure that the enquiry is conducted following the rules of natural justice and that the misconduct is sufficiently proven.
9011075672
From India, Pune
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