Hello! our management decide to terminate 2 or 3 employees, which are going to break decipline of our organisation. Pls, give me the suggestion for that.
From India, Pune
From India, Pune
Give them a written memo once before terminating them. If u dint find any difference in their attitude or behaviour then u can terminate as per ur policy. You have to pay them the notice pay and settle all their pending dues with their F & F.
written memo stands as a proof that u have given enough time for the employee to change his attitude or behaviour incase if the employee choose to go for legal actions.
From India, New Delhi
32written memo stands as a proof that u have given enough time for the employee to change his attitude or behaviour incase if the employee choose to go for legal actions.
From India, New Delhi
dear
first of all u have to see what category of employee they are?
if they are workmen category and u terminate them after issuing memo than definitely you will loose the battle in court.
if they are in workmen category,than u have to give them opportunity to explain them selves as per the principle of natural justice.
like isuue them charge sheet and ask explaination and if u are not satisfy than constitute domestic enqiry and after report of enquiry if they found guilty than impose punishment.
dear one more thing is there while you are giving punishment you have to see gravity of offence.for a small offence you can not terminate somebodies services
From India, Delhi
first of all u have to see what category of employee they are?
if they are workmen category and u terminate them after issuing memo than definitely you will loose the battle in court.
if they are in workmen category,than u have to give them opportunity to explain them selves as per the principle of natural justice.
like isuue them charge sheet and ask explaination and if u are not satisfy than constitute domestic enqiry and after report of enquiry if they found guilty than impose punishment.
dear one more thing is there while you are giving punishment you have to see gravity of offence.for a small offence you can not terminate somebodies services
From India, Delhi
Dear Devyoti,
Please be specific about the kind of indiscipline they have done. You just cannot suspend/terminate anyone for any kind of indiscipline.
Be it workmen or employee, you must give them enough time to present their view, before you take appropirate action.
Cheers !!
Ajay
From India, Chennai
Please be specific about the kind of indiscipline they have done. You just cannot suspend/terminate anyone for any kind of indiscipline.
Be it workmen or employee, you must give them enough time to present their view, before you take appropirate action.
Cheers !!
Ajay
From India, Chennai
Dear Sir,
As a HR man you must idendifie the cause and effect.Before suspend or terminate the emplyee from the service you have reasons for termination and ,the management must have the show case notice and give the timings as per your standing order explination from the worker.you have to give the not satisfaction notice to them and proff the incident done by the workwer,and final stage only you can terminate or suspend the worker.one thing you have to be very clear before doing this give the enough timings as per you Standing order.
Treat Human Beings as a ASSERT.
Thanks & Regards,
A.PALPANDIAN
Executive - Employee Relations
From India, Madras
As a HR man you must idendifie the cause and effect.Before suspend or terminate the emplyee from the service you have reasons for termination and ,the management must have the show case notice and give the timings as per your standing order explination from the worker.you have to give the not satisfaction notice to them and proff the incident done by the workwer,and final stage only you can terminate or suspend the worker.one thing you have to be very clear before doing this give the enough timings as per you Standing order.
Treat Human Beings as a ASSERT.
Thanks & Regards,
A.PALPANDIAN
Executive - Employee Relations
From India, Madras
The required items prior to any disciplinary actions that can lead as punishment;
1. A show cause notice on the charges levelled.
2. A fair charge sheet describing all the misconduct (s) which should have relevant clauses of standing order pertaining to the misconduct.
3. Give sufficient time for reply.
4. If reply is not found satisfactory, inform them the matter.
5. Fix a domestic enquiry.
6. Conduct the enquiry in a fair and just manner with all the principles of natural justice followed.
7. Then take suitable action/punishment.
It is not easy for an employer to take disciplinary action as to their will and wish - especially if the employee will fight it in a court of law.
From India, Kochi
1. A show cause notice on the charges levelled.
2. A fair charge sheet describing all the misconduct (s) which should have relevant clauses of standing order pertaining to the misconduct.
3. Give sufficient time for reply.
4. If reply is not found satisfactory, inform them the matter.
5. Fix a domestic enquiry.
6. Conduct the enquiry in a fair and just manner with all the principles of natural justice followed.
7. Then take suitable action/punishment.
It is not easy for an employer to take disciplinary action as to their will and wish - especially if the employee will fight it in a court of law.
From India, Kochi
Dear Devyoti,
After replies from fraternity u must have got a fair idea of termination process. I shall give u a flow chart. you follow this if your employee is a workman.
Show Cause notice > Non Satisfactory explanation letter > Conduct domestic enquiry > On the basis of enquiry findings issue charge sheet spelling out chrges pointedly as per your standing order > Award punishment as per gravity of misconduct.
If your employee is not a workman give him notice period/ notice pay as per appointment letter and issue him termination letter. U can ask him/her to resigne also.
Atul
After replies from fraternity u must have got a fair idea of termination process. I shall give u a flow chart. you follow this if your employee is a workman.
Show Cause notice > Non Satisfactory explanation letter > Conduct domestic enquiry > On the basis of enquiry findings issue charge sheet spelling out chrges pointedly as per your standing order > Award punishment as per gravity of misconduct.
If your employee is not a workman give him notice period/ notice pay as per appointment letter and issue him termination letter. U can ask him/her to resigne also.
Atul
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