Dear Sirs,
Suspension means prohibiting an employee from reporting for the normal duties assigned to him. This is a serious punishment and is generally awarded only after a proper inquiry has been conducted. If the charges against the suspended employee are serious and are proved, suspension may lead to termination.
An employee may be suspended from service for various forms of indiscipline and misconduct such as:
- Absence of duty without leave
- Use of insulting and abusive language against the seniors
- Theft and fraud
- Accepting a bribe
- Disobedience
- Willful damage to factory property, etc.
When an employee is suspended, he is issued a charge-sheet and asked to explain why his services should not be terminated. An inquiry is also ordered into the conduct of the suspended employee.
If he is found guilty, he will be punished, i.e., given a warning, demotion, or even dismissal.
We can say that the suspension of an employee may be positive or negative.
Termination means the retrenchment of an employee's services for economic reasons in a going concern, i.e., a running industrial unit. Termination of service can occur due to disciplinary action, prolonged illness, retirement, superannuation, or the expiry of an agreement.
The Industrial Dispute Act of 1947 lays down the following conditions for retrenchment:
- The employee must be given one month's notice in writing indicating the reason for termination or wages in lieu of such notice.
- The employee must be paid compensation equal to 15 days' wages for every completed year of service.
- In the absence of any agreement to the contrary, the worker employed last must be terminated first.
- Terminated workers must be given preference in future employment.
- Establishments employing 100 or more workers are required to give three months' notice and to seek prior approval of the government.
Regards,
Amit C
From India, Surat
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152Suspension means prohibiting an employee from reporting for the normal duties assigned to him. This is a serious punishment and is generally awarded only after a proper inquiry has been conducted. If the charges against the suspended employee are serious and are proved, suspension may lead to termination.
An employee may be suspended from service for various forms of indiscipline and misconduct such as:
- Absence of duty without leave
- Use of insulting and abusive language against the seniors
- Theft and fraud
- Accepting a bribe
- Disobedience
- Willful damage to factory property, etc.
When an employee is suspended, he is issued a charge-sheet and asked to explain why his services should not be terminated. An inquiry is also ordered into the conduct of the suspended employee.
If he is found guilty, he will be punished, i.e., given a warning, demotion, or even dismissal.
We can say that the suspension of an employee may be positive or negative.
Termination means the retrenchment of an employee's services for economic reasons in a going concern, i.e., a running industrial unit. Termination of service can occur due to disciplinary action, prolonged illness, retirement, superannuation, or the expiry of an agreement.
The Industrial Dispute Act of 1947 lays down the following conditions for retrenchment:
- The employee must be given one month's notice in writing indicating the reason for termination or wages in lieu of such notice.
- The employee must be paid compensation equal to 15 days' wages for every completed year of service.
- In the absence of any agreement to the contrary, the worker employed last must be terminated first.
- Terminated workers must be given preference in future employment.
- Establishments employing 100 or more workers are required to give three months' notice and to seek prior approval of the government.
Regards,
Amit C
From India, Surat
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