Hi,
An employer can terminate the services of an employee without notice only on this ground alone - if he commits any criminal offense and is charged by any courts for the offense committed. Otherwise, all terminations must be clearly reasoned out with justification. Also, the principle of natural justice needs to be complied with - the opportunity of being heard.
Later, steps may be taken either to suspend the employee or terminate them based on the standing orders of the company. Any gross misconduct committed may be the reason for the employee's suspension/termination based on the findings of a domestic inquiry.
Regards,
Jay
From India, Madras
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An employer can terminate the services of an employee without notice only on this ground alone - if he commits any criminal offense and is charged by any courts for the offense committed. Otherwise, all terminations must be clearly reasoned out with justification. Also, the principle of natural justice needs to be complied with - the opportunity of being heard.
Later, steps may be taken either to suspend the employee or terminate them based on the standing orders of the company. Any gross misconduct committed may be the reason for the employee's suspension/termination based on the findings of a domestic inquiry.
Regards,
Jay
From India, Madras
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An employee can be terminated with immediate effect without any notice period if he is found to be indulging in gross misconduct such as rioting, manhandling, intentionally damaging company assets, stopping production, or caught red-handed in theft. However, a company should always understand that the attitude of an employee is a reflection of the company's attitude towards him.
From India, Delhi
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From India, Delhi
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Generally, for a confirmed employee, the organization gives 1 month notice or as mentioned in the appointment letter. Otherwise, if they are terminating an employee with immediate effect, they have to pay 1 month's salary to him/her.
On the contrary, for a non-confirmed employee, they can terminate him/her on a 1-week notice period. Even worse, they can provide any reason for it.
From India, Kota
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On the contrary, for a non-confirmed employee, they can terminate him/her on a 1-week notice period. Even worse, they can provide any reason for it.
From India, Kota
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Hi i am debashish Subject- Termination I have terminated from my previous company without notice period because of salary dispute. If i join another company is there any problem i face?
From India, Delhi
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From India, Delhi
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[QUOTE=debashish_aul;1708235]
Hi, I am Debashish.
Subject: Termination
I have been terminated from my previous company without notice period due to a salary dispute. If I join another company, will I face any problems? I left that company one and a half months ago and have been searching for a new job. I am also showcasing my experience from that company until now.
Please suggest a good outcome.
From India, Delhi
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Hi, I am Debashish.
Subject: Termination
I have been terminated from my previous company without notice period due to a salary dispute. If I join another company, will I face any problems? I left that company one and a half months ago and have been searching for a new job. I am also showcasing my experience from that company until now.
Please suggest a good outcome.
From India, Delhi
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yes termination is possible without giving any notice, but employer should compansate the same with notice salary. sumit
From India, Ghaziabad
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256From India, Ghaziabad
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Which rule says 3 months ? It needs to be as per the company rules and appointment letter. Generally it’s 1 month
From India, Mumbai
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From India, Mumbai
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Dear sir,
I had a chance to read your articles on termination because I am working as an HR manager in a reputed company. One morning, my Managing Director called me to terminate a staff member. I asked for the exact reason, and he instructed me to prepare a termination letter based on poor performance. However, the individual in question had raised concerns against the management. At this point, I attempted to convince the management to issue a warning letter instead, but my request was denied. In this situation, the role of an HR manager can feel like a "scapegoat."
Thank you
From India, Karur
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I had a chance to read your articles on termination because I am working as an HR manager in a reputed company. One morning, my Managing Director called me to terminate a staff member. I asked for the exact reason, and he instructed me to prepare a termination letter based on poor performance. However, the individual in question had raised concerns against the management. At this point, I attempted to convince the management to issue a warning letter instead, but my request was denied. In this situation, the role of an HR manager can feel like a "scapegoat."
Thank you
From India, Karur
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Legal Notice for Breach of Notice Period .docx