I need an urgent help regarding Termination process. Since we have employees working on client side and suddenly we are facing Client-de-mob wherein without we have been given a notice we have been told to remove the employees and Now the business are in capacitance to pay them any amount .Indeed we are ready to help them getting job somewhere else or extended experience letter.Query i have is
1) What can be the legal process to follow as per giving compensation even though its mention in Policy - you can be relieved immediately or NP a deemed
2) I need to terminate one employee now only giving one month NP since Client can de mob at anytime and he is loss to our business
Which category both comes in Layoff or what kind of letter i should issue, Please help me with letter format as well if any??
From India, Pune
1) What can be the legal process to follow as per giving compensation even though its mention in Policy - you can be relieved immediately or NP a deemed
2) I need to terminate one employee now only giving one month NP since Client can de mob at anytime and he is loss to our business
Which category both comes in Layoff or what kind of letter i should issue, Please help me with letter format as well if any??
From India, Pune
Dear friend,
You could have started your thread with some introductory note about your establishment so that the readers can have a better understanding of the problem raised by you with some unusual terms like "de mob"and "incapacitance". What is your establishment - is it a recruitment agency or a man power supplier or a contractor covered by the CLRA Act,1970? I think it must be a man-power supplier or a contractor's establishment specializing in some particular operation. Anyway, you are the immediate employer to the persons deputed to your client-sites and every such client is a principal employer. Therefore, the client can not take any action by means of disciplinary action or otherwise against such of the employees deputed by you if their performance or behaviour is not up to his satisfaction. The only way-out is asking you for a suitable replacement. Then it is for you to decide whether to keep the employee by deputing him to some other client or dispense with his services once for all. If termination of the particular employee is your decision, it depends up on the terms of the contract of employment between the employee and yourself.
From India, Salem
6018You could have started your thread with some introductory note about your establishment so that the readers can have a better understanding of the problem raised by you with some unusual terms like "de mob"and "incapacitance". What is your establishment - is it a recruitment agency or a man power supplier or a contractor covered by the CLRA Act,1970? I think it must be a man-power supplier or a contractor's establishment specializing in some particular operation. Anyway, you are the immediate employer to the persons deputed to your client-sites and every such client is a principal employer. Therefore, the client can not take any action by means of disciplinary action or otherwise against such of the employees deputed by you if their performance or behaviour is not up to his satisfaction. The only way-out is asking you for a suitable replacement. Then it is for you to decide whether to keep the employee by deputing him to some other client or dispense with his services once for all. If termination of the particular employee is your decision, it depends up on the terms of the contract of employment between the employee and yourself.
From India, Salem
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China Rules On Terminating An Employee.docx