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 to do is give that employee a show cause notice and ask for an explanation within 24 hours. This notice 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 representative. If he cannot justify his deed properly, the company management can fire him by giving one month's salary in advance.
Anyhow, we need to seek his explanation as to what prompted him to do it. Through this inquiry, we can even identify more individuals involved in the same plot.
Afsal
9995559004
From India, Madras
Acknowledge(0)
Amend(0)
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 to do is give that employee a show cause notice and ask for an explanation within 24 hours. This notice 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 representative. If he cannot justify his deed properly, the company management can fire him by giving one month's salary in advance.
Anyhow, we need to seek his explanation as to what prompted him to do it. Through this inquiry, we can even identify more individuals involved in the same plot.
Afsal
9995559004
From India, Madras
Acknowledge(0)Amend(0)
First option: Try to get a resignation from him. If not possible, issue a charge sheet, conduct an enquiry, and dismiss him. You do not need to prove his misconduct 100% as in a criminal trial. Collect some documentary evidence and two witnesses to give evidence only as much as they have knowledge about the case. Let them not favor either the company or the person involved in misconduct. Let them only state the existing procedure in their evidence, and you can prove how the person deviated from the procedure. After the enquiry, you can dismiss him on the grounds of loss of confidence in the employee. Whether he is a worker, staff, or executive, it is better to dismiss him after giving him a proper opportunity to defend himself. If you appoint an enquiry officer, they will oversee all the formalities. Although there are practical difficulties in the enquiry proceedings, it is always best to dismiss an employee after conducting an enquiry.
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
Thanks a million, friends.
This is what 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, we asked for a written resignation and he was relieved immediately. His salary and final settlements are adjusted against the financial dues he needs to settle with the company.
From India, Bangalore
Acknowledge(0)Amend(0)
This is what 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, we asked for a written resignation and he was relieved immediately. His salary and final settlements are adjusted against the financial dues he needs to settle with the company.
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Friends,
As per laws, no confirmed employee who is on the company's payroll can be sacked without following the below-mentioned process:
- A show cause notice must be given with a deadline for the employee to provide the cause.
- Based on the employee's response to the show-cause notice, they may be terminated.
Pravin.
From India, Madras
Acknowledge(0)Amend(0)
As per laws, no confirmed employee who is on the company's payroll can be sacked without following the below-mentioned process:
- A show cause notice must be given with a deadline for the employee to provide the cause.
- Based on the employee's response to the show-cause notice, they may be terminated.
Pravin.
From India, Madras
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Notice of Employee Change.doc