Dear All,
We have an employee at our Lucknow location at a senior level who has submitted fake bills for expenses and also submitted bills for travel that did not occur. We have already sent an email requesting an explanation, but he has failed to provide any justification and has repeated the same behavior in the following month. Additionally, he is misleading his team members about the company and not complying with company policies.
We need to determine if we can issue a termination letter based on the above case. Please provide guidance. If possible, could someone draft the content to be included in the termination letter?
Regards,
Kumar Nair
From India, Mumbai
Acknowledge(0)
Amend(0)
1We have an employee at our Lucknow location at a senior level who has submitted fake bills for expenses and also submitted bills for travel that did not occur. We have already sent an email requesting an explanation, but he has failed to provide any justification and has repeated the same behavior in the following month. Additionally, he is misleading his team members about the company and not complying with company policies.
We need to determine if we can issue a termination letter based on the above case. Please provide guidance. If possible, could someone draft the content to be included in the termination letter?
Regards,
Kumar Nair
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Kumar,
The most appropriate way is to serve him with a show cause notice for submitting fake bills, set up an inquiry team, file a charge sheet against him if found guilty, and take corrective/disciplinary action. If required, you may suspend him while the team investigates the matter.
Regards,
Rahul
From India, Delhi
Acknowledge(0)Amend(0)
The most appropriate way is to serve him with a show cause notice for submitting fake bills, set up an inquiry team, file a charge sheet against him if found guilty, and take corrective/disciplinary action. If required, you may suspend him while the team investigates the matter.
Regards,
Rahul
From India, Delhi
Acknowledge(0)Amend(0)
Since the person is a managerial cadre employee, you need not strictly adopt all the procedural steps applicable in disciplinary proceedings pertaining to the case of workmen. Conduct a discreet/fact-finding inquiry into the alleged misdeeds of the employee by a superior cadre person and obtain his findings. If the management is satisfied that the allegations are true based on substantial documentary evidence, call for an explanation from the delinquent and then terminate his services.
From India, Salem
Acknowledge(0)Amend(0)
From India, Salem
Acknowledge(0)Amend(0)
Dear Kumar,
As Mr. Umakanthan has suggested, it is not mandatory to strictly follow disciplinary procedure in this case. However, it is necessary that you follow the Principles of Natural Justice:
1. Give the employee adequate opportunities to give his explanations.
2. Conduct a fair and just inquiry through a neutral, unbiased person.
3. Arrive at a proportionate quantum of punishment.
4. Communicate the employee about the findings of the inquiry and the punishment imposed.
Since this is an integrity issue, you can allege and prove loss of confidence, which will be adequate for stringent punishment. However, ensure to collect all relevant evidence and witnesses. Please also ensure to give notice pay in case you are terminating without notice and complete full and final on the same day.
Shailesh Parikh
99 98 97 10 65
Vadodara
From India, Mumbai
Acknowledge(0)Amend(0)
As Mr. Umakanthan has suggested, it is not mandatory to strictly follow disciplinary procedure in this case. However, it is necessary that you follow the Principles of Natural Justice:
1. Give the employee adequate opportunities to give his explanations.
2. Conduct a fair and just inquiry through a neutral, unbiased person.
3. Arrive at a proportionate quantum of punishment.
4. Communicate the employee about the findings of the inquiry and the punishment imposed.
Since this is an integrity issue, you can allege and prove loss of confidence, which will be adequate for stringent punishment. However, ensure to collect all relevant evidence and witnesses. Please also ensure to give notice pay in case you are terminating without notice and complete full and final on the same day.
Shailesh Parikh
99 98 97 10 65
Vadodara
From India, Mumbai
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Employee Termination during covid 19.pdf
Employee Appraisal Form new.doc