We have undertaken a project & it is going to end. So i issued Notice of Termination to 3 employees. But few of my Colleagues argue that i can\'t mention the word -termination in this. And they are telling that it is not termination, it is relieving. but I told the employee is not relieving but it is us who are sending them home coz of the closure of the project. who is right? HELP!
From India, Madras
3From India, Madras
Dear,
The word "termination" can be used, you are nowhere wrong. But as in current scenario of Job markek, "termination" as a word has got negative impression. Lay-off is the more appropriate term you can use to avoid any negative impression.
Please refer to the link:
Termination of employment - Wikipedia, the free encyclopedia
From India, Delhi
The word "termination" can be used, you are nowhere wrong. But as in current scenario of Job markek, "termination" as a word has got negative impression. Lay-off is the more appropriate term you can use to avoid any negative impression.
Please refer to the link:
Termination of employment - Wikipedia, the free encyclopedia
From India, Delhi
Hello Ramasurya696,
What were the employees told BEFORE the commencement of this project? And what's the duration of this project?
Is there any Letter of Appointment/Contract between them & the company? If yes, what do they mention about this aspect?
Rgds,
TS
From India, Hyderabad
What were the employees told BEFORE the commencement of this project? And what's the duration of this project?
Is there any Letter of Appointment/Contract between them & the company? If yes, what do they mention about this aspect?
Rgds,
TS
From India, Hyderabad
No. Definitely not!!
TERMINATION cant be used here but "permanently laid off". I dont think there i need to explain when and why we use this TERMINATION or what conditions apply in this regard but certainly we cant use this "Termination".
I second Mr Ponraj, Is employment letter containing a condition that you can terminate any employee if required after completion of project/work/contract? What notice period clause says about it? Do you have any Lay-off Policy?
I agree with your colleague who are objecting to this word because employees have done nothing wrong that can be the reason for their termination but you are relieving them with your own reasons. You can issue them a "Lay-Off Notice" with mentioning the reason that you are going to relieve them but cant terminate them.
I dont think there is any organization who is using this kind of terms and conditions of employment in employment/appointment letter that any EMPLOYEE CAN BE TERMINATED without any mistakes or being a reason of something disciplinary action or anything like that.
But yes if you are using this word with your employment policy and under the employment conditions which is really sad I would say and must not be used, you can go ahead but need to be correct it actually.
From India, Gurgaon
TERMINATION cant be used here but "permanently laid off". I dont think there i need to explain when and why we use this TERMINATION or what conditions apply in this regard but certainly we cant use this "Termination".
I second Mr Ponraj, Is employment letter containing a condition that you can terminate any employee if required after completion of project/work/contract? What notice period clause says about it? Do you have any Lay-off Policy?
I agree with your colleague who are objecting to this word because employees have done nothing wrong that can be the reason for their termination but you are relieving them with your own reasons. You can issue them a "Lay-Off Notice" with mentioning the reason that you are going to relieve them but cant terminate them.
I dont think there is any organization who is using this kind of terms and conditions of employment in employment/appointment letter that any EMPLOYEE CAN BE TERMINATED without any mistakes or being a reason of something disciplinary action or anything like that.
But yes if you are using this word with your employment policy and under the employment conditions which is really sad I would say and must not be used, you can go ahead but need to be correct it actually.
From India, Gurgaon
Dear colleague,
The term 'Termination' has negative connotations and in the context of project based appointments which generally are fixed time employment contracts is inappropriate.
Assuming that you had issued FTC letter to them containing a specific clause stating that the contract/ employment will come to an end on the date when project is completed, then what you are communicating them is only a formal intimation of the contract having come to an end .
You can word this letter as follows:
" In terms of the clause --- of your letter of the contract, it is being intimated to you that,
your period of fixed term appointment will come to an end / ended w.e.f. (date) on close of working hours."
Legally also this wording gels well with the current practice, apart from sugar coating the action of termination.
Regards,
Vinayak Nagarkar
HR- Consultant
From India, Mumbai
The term 'Termination' has negative connotations and in the context of project based appointments which generally are fixed time employment contracts is inappropriate.
Assuming that you had issued FTC letter to them containing a specific clause stating that the contract/ employment will come to an end on the date when project is completed, then what you are communicating them is only a formal intimation of the contract having come to an end .
You can word this letter as follows:
" In terms of the clause --- of your letter of the contract, it is being intimated to you that,
your period of fixed term appointment will come to an end / ended w.e.f. (date) on close of working hours."
Legally also this wording gels well with the current practice, apart from sugar coating the action of termination.
Regards,
Vinayak Nagarkar
HR- Consultant
From India, Mumbai
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Legal Clarification on Non-Performer Termination, Project Based Appointment Letter, Setting UP .pdf