We should not terminate without knowing the exact reason. If the same is due to official reasons, change to department or environment. If it is personal, we can provide only counseling, but we cannot be with him every time. It's better to get a letter from him to be safe from any issues, officially.
From United Kingdom, Oxford
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3From United Kingdom, Oxford
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In Mulchandani Electrical and Radio Industries Ltd. v. The Workmen (Civil Appeal No. 1574 (NL) of 1973), the Supreme Court has held that the standing order includes acts committed outside if they result in the subversion of discipline within the establishment premises or precincts.
Regards,
From India, Delhi
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Regards,
From India, Delhi
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Dear Sir/Madam,
I have carefully reviewed all the suggestions provided by senior members. The issue of consuming poison while on duty needs to be thoroughly investigated to uncover the truth and gain clarity. It is possible that the consumption was a result of harassment by a co-worker, supervisor, or management. Therefore, it is essential to conduct a comprehensive inquiry to ensure that any assumptions made are accurate and to uncover any other underlying factors. Assumptions may be wrong, and something else may come out from the inquiry.
So termination is not a solution.
V. D. Patel
From India, Vadodara
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I have carefully reviewed all the suggestions provided by senior members. The issue of consuming poison while on duty needs to be thoroughly investigated to uncover the truth and gain clarity. It is possible that the consumption was a result of harassment by a co-worker, supervisor, or management. Therefore, it is essential to conduct a comprehensive inquiry to ensure that any assumptions made are accurate and to uncover any other underlying factors. Assumptions may be wrong, and something else may come out from the inquiry.
So termination is not a solution.
V. D. Patel
From India, Vadodara
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Job Work-outwork employees.docx