Dear Reader, wanted to enquire if any employee is terminated due to PIP, are we liable to give any excess compensation apart from pending salary and EL during FNF.
From India, Varanasi
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From India, Varanasi
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Hi, Where ever possible try to give one month notice or one month notice pay.
From India, Madras
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1021From India, Madras
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Dear Citehr Member Mr. Shivang,
Kindly refer to the Terms & Conditions embodied in the appointment letter or the service rules/conditions signed by the employees. It may be stated that termination can be as follows:
1. In the case of all kinds of employees - Without any notice and without assigning any reason in circumstances of grave misconduct where it is not advisable to conduct an internal departmental inquiry.
2. In the case of probationer/temporary employees - With one month's notice (or as per the notice period given in the appointment letter) or salary in lieu of the notice period.
3. In the case of a confirmed/permanent employee - Termination as a penalty if the employee is found guilty of misconduct at the conclusion of departmental inquiry proceedings.
An appropriate decision may be taken by the competent authority/management.
With regards and best wishes,
Regards, Chandra Mani Lal Srivastava
[Email Removed For Privacy Reasons]
[Phone Number Removed For Privacy-Reasons]
New Delhi/Friday/8:52 am/14.04.2023
From India, New Delhi
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Kindly refer to the Terms & Conditions embodied in the appointment letter or the service rules/conditions signed by the employees. It may be stated that termination can be as follows:
1. In the case of all kinds of employees - Without any notice and without assigning any reason in circumstances of grave misconduct where it is not advisable to conduct an internal departmental inquiry.
2. In the case of probationer/temporary employees - With one month's notice (or as per the notice period given in the appointment letter) or salary in lieu of the notice period.
3. In the case of a confirmed/permanent employee - Termination as a penalty if the employee is found guilty of misconduct at the conclusion of departmental inquiry proceedings.
An appropriate decision may be taken by the competent authority/management.
With regards and best wishes,
Regards, Chandra Mani Lal Srivastava
[Email Removed For Privacy Reasons]
[Phone Number Removed For Privacy-Reasons]
New Delhi/Friday/8:52 am/14.04.2023
From India, New Delhi
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Dear Citehr Member Shivang, Good morning. I notice that you have modified your query. Previously, you inquired about the issue of termination of service due to a PIP matter. Now, it appears that you are seeking clarification on the liability for any excess payment beyond what is due. The position remains the same as already clarified. Please refer to the terms and conditions of the appointment offer/letter, which outline the conditions and liabilities of both the employee and employer.
For any further clarification, please feel free to contact me. I kindly request you to validate this clarification if you find it helpful.
With regards and best wishes,
Chandra Mani Lal Srivastava
Mater Consultant
[Email Removed For Privacy Reasons]
[Phone Number Removed For Privacy Reasons]
New Delhi/Friday/8:40 am/15.04.2023
From India, New Delhi
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For any further clarification, please feel free to contact me. I kindly request you to validate this clarification if you find it helpful.
With regards and best wishes,
Chandra Mani Lal Srivastava
Mater Consultant
[Email Removed For Privacy Reasons]
[Phone Number Removed For Privacy Reasons]
New Delhi/Friday/8:40 am/15.04.2023
From India, New Delhi
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Published_draft _rules_on Employees_ compensation 3.6.2020.pdf
Compensation Benchmarking Survey.doc