Dear Friends,
One of our employee had given with one oral waning and two written warning for unauthorised absenteeism and smoking inside the campus. Now we are about to give the employee fourth warning. My query is - fourth warning is going to be the dismissal notice? Kindly clarify me..
Thanks and regards
renu
From India, Coimbatore
One of our employee had given with one oral waning and two written warning for unauthorised absenteeism and smoking inside the campus. Now we are about to give the employee fourth warning. My query is - fourth warning is going to be the dismissal notice? Kindly clarify me..
Thanks and regards
renu
From India, Coimbatore
Renu - Isn’t this covered by your firm’s HR policy? This is usually the norm that someone given 3 warnings on the same issue is given a termination notice on the 4th instance
From India, Mumbai
89From India, Mumbai
Dear Renu,
Give a last & final notice to him. If he repeat the same in future, you may terminate him without any prior notice. You have to take care two points are mentioned here below:-
1. While the time of giving final notice enclose all the copy of previous notice issued & accepted by him.
2. You also have include a sentence that "If these kind of activities happen again company may terminate you without further notice / prior information.
According to me all the Labour courts & Labour offices are give their favor to employee always. Hence before terminating him ensure these kind of final notice is most necessary. If you have issued the final notice, you may have written evidence, the letter itself help you, if any litigation comes in future.
From India, Delhi
Give a last & final notice to him. If he repeat the same in future, you may terminate him without any prior notice. You have to take care two points are mentioned here below:-
1. While the time of giving final notice enclose all the copy of previous notice issued & accepted by him.
2. You also have include a sentence that "If these kind of activities happen again company may terminate you without further notice / prior information.
According to me all the Labour courts & Labour offices are give their favor to employee always. Hence before terminating him ensure these kind of final notice is most necessary. If you have issued the final notice, you may have written evidence, the letter itself help you, if any litigation comes in future.
From India, Delhi
Dear Friend
It is undoubtedly a fit case for termination of service of such employee. But the procedure is to be followed. First you should give him charge sheet by mentioning all those warnings given to him previously with his replies for the same. On receipt of his reply for charge sheet, you can conduct an inquiry against him, if his reply is found unsatisfactory to the management. If the charges are proved against this employee in an inquiry, you require to send him a final show cause notice along with a inquiry report for his comments if necessary. Thereafter, you can terminate him from the services of company as per the provisions made in the standing orders / service rules of the company. This will be from from all legal complications.
Regards
From India, Hyderabad
It is undoubtedly a fit case for termination of service of such employee. But the procedure is to be followed. First you should give him charge sheet by mentioning all those warnings given to him previously with his replies for the same. On receipt of his reply for charge sheet, you can conduct an inquiry against him, if his reply is found unsatisfactory to the management. If the charges are proved against this employee in an inquiry, you require to send him a final show cause notice along with a inquiry report for his comments if necessary. Thereafter, you can terminate him from the services of company as per the provisions made in the standing orders / service rules of the company. This will be from from all legal complications.
Regards
From India, Hyderabad
In case of DISCIPLINARY issues even LONG UNAUTHORIZED ABSENCE we have to follow the procedures. Abandonment of Employment can not be assumed. It has to be established and from Charge sheet to Enquiry to Findings to Issue of Second Show Cause Notice before Termination are to be followed. The issue of Second Show Cause Notice though required as per S C s decision certain States do not follow. K S Pasupathi
From India, Chennai
From India, Chennai
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WARNING LETTER FOR ABSENCE.doc