Hi
It is actually unethical to terminate an employee without a valid reason and without following the procedure. If an employee is found involved in an unethical activity the first thing we need do is :give that employee a show cause notice and ask for explanation within 24 hours and that should be handed over with a witness from the staff.
After getting the explanation from the staff we need to hold a discussion with him personally and in the presence of another staff representatives. And if he could not justify properly his deed, the company management can fire him by giving one month salary in advance.
Any how we need seek his explanation that in what prompted him to do it. By this enquiry we can even find more names that are involved in the same plot.
Afsal
9995559004
From India, Madras
3It is actually unethical to terminate an employee without a valid reason and without following the procedure. If an employee is found involved in an unethical activity the first thing we need do is :give that employee a show cause notice and ask for explanation within 24 hours and that should be handed over with a witness from the staff.
After getting the explanation from the staff we need to hold a discussion with him personally and in the presence of another staff representatives. And if he could not justify properly his deed, the company management can fire him by giving one month salary in advance.
Any how we need seek his explanation that in what prompted him to do it. By this enquiry we can even find more names that are involved in the same plot.
Afsal
9995559004
From India, Madras
First option try to get resignation from him. If not possible issue charge sheet and conduct enquiry and dissmis him. u no need to prove his misconduct 100% as in criminal trail. u collect some documentry evidance and 2 witnesses to give evidance only as much they have knowledge about the case. Let them even not favour either company or the misconduct person. Let them say only the existing procedure in their evidence and u can prove as how the misconduct person has deviated the procedure.After enquiry u can even dismiss him on the ground of loss of confidance on employee. Whether he is a worker/staff/executive better dismiss him after giving proper oppurtunity to defend himself. if u appoint a enquiry officer he will see all the formalities. Though enquiry proceedisds has some pratical difficulties it is always best to to diemiss an employee after conducting a enquiry.
Thanks a million friends....
This is wat we did..
We collected every document ,written proofs and also eye witnesses...all these details were brought forward to the management ,with all this he could not justify himself ....so, asked for a written resignation and was relieved immeadiately.His salary and final settlements are adjusted against the financial dues he need to settle to the company.
From India, Bangalore
This is wat we did..
We collected every document ,written proofs and also eye witnesses...all these details were brought forward to the management ,with all this he could not justify himself ....so, asked for a written resignation and was relieved immeadiately.His salary and final settlements are adjusted against the financial dues he need to settle to the company.
From India, Bangalore
Dear Friends
As per laws, no confirmed employee who comes in the payroll of the company can be sacked without the below mentioned process...
a show cause notice to be given with a deadline for the cause to be produced by the employee.
based on the reply given by the employee on the show-cause notice, he can even be sacked.
Pravin.
From India, Madras
As per laws, no confirmed employee who comes in the payroll of the company can be sacked without the below mentioned process...
a show cause notice to be given with a deadline for the cause to be produced by the employee.
based on the reply given by the employee on the show-cause notice, he can even be sacked.
Pravin.
From India, Madras
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Employee Appraisal Form new.doc