Dear HR family members, Can you give me an exact differences about these three strong words Dismiss, Discharge and Termination of employees on the grounds of disciplinary reason. regards, Venki
From India, Pune
1From India, Pune
Discharge:job seperation from services by employer for physical, mental or continus ill health of employee.
Dismiss: Job seperation from services by employer for misconduct of employee.
Termination: Job serperation from services by employer or employee under some terms & condition.
From Bangladesh, Dhaka
Dismiss: Job seperation from services by employer for misconduct of employee.
Termination: Job serperation from services by employer or employee under some terms & condition.
From Bangladesh, Dhaka
In India United Mills Ltd., Bombay vs Rashtriya Mill Mazdoor Sangh, (1959) IILLJ 120 Bom, while referring to Labour Appellate Tribunal, it was cited:
"In the case of discharge it is nothing more than a termination of service which gives the employee the right to his full provident fund and his gratuity and any other benefits to which he may be entitled. In the case of dismissal an employee would be deprived of quite a number of benefits."
As far as experience certificate is concerned, the following provisions of THE INDUSTRIAL EMPLOYMENT (STANDING ORDERS) CENTRAL RULES 1946, are clear about necessity of issuing certificate of experience:
16. Certificate on termination of service.-
Every permanent workman shall be entitled to a service certificate at the time of his dismissal, discharge or retirement from service.
20. Service certificate.-
Everyworkman who was employed continuously for a period of more than threemonths shall be entitled to a service certificate at the time of his leaving the service of employer.
22. Exhibition and supply of standing orders.-
(1) Services Record.-
Mattersrelating to service card, token tickets, certification of service,change of residential address of workers and record of age:
(ii) Certification of service.-
(a) Everyworkman shall be entitled to a service certificate, specifying the nature of work (designation) and the period of employment (indicatingthe days, months, years) at the time of discharge, termination,retirement or resignation from service.
Besides in some States Shops and Establishment Acts, provisions are enacted to similar effect.
Thanks
Sushil
From India, New Delhi
"In the case of discharge it is nothing more than a termination of service which gives the employee the right to his full provident fund and his gratuity and any other benefits to which he may be entitled. In the case of dismissal an employee would be deprived of quite a number of benefits."
As far as experience certificate is concerned, the following provisions of THE INDUSTRIAL EMPLOYMENT (STANDING ORDERS) CENTRAL RULES 1946, are clear about necessity of issuing certificate of experience:
16. Certificate on termination of service.-
Every permanent workman shall be entitled to a service certificate at the time of his dismissal, discharge or retirement from service.
20. Service certificate.-
Everyworkman who was employed continuously for a period of more than threemonths shall be entitled to a service certificate at the time of his leaving the service of employer.
22. Exhibition and supply of standing orders.-
(1) Services Record.-
Mattersrelating to service card, token tickets, certification of service,change of residential address of workers and record of age:
(ii) Certification of service.-
(a) Everyworkman shall be entitled to a service certificate, specifying the nature of work (designation) and the period of employment (indicatingthe days, months, years) at the time of discharge, termination,retirement or resignation from service.
Besides in some States Shops and Establishment Acts, provisions are enacted to similar effect.
Thanks
Sushil
From India, New Delhi
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Termination-emp loyment_563.pdf
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