Dear members,
In my company one contract employee is on leave for previous 5 days without any information, when i informed this to our GM, he told me to terminate that employee. But on 6th day that employee's mother submitted his medical certificate. GM is on the stand to terminate that contract employee. Is it possible to terminate him? what are the laws related to this case? If i terminate him what issues and legal problems will arise???!!!!!!!!!!!!! Please Give your valuable comments.!!!!!!!!!!!!!!!
AKHIL S
HR EXECUTIVE
CHEVROLET
From India, Kottayam
In my company one contract employee is on leave for previous 5 days without any information, when i informed this to our GM, he told me to terminate that employee. But on 6th day that employee's mother submitted his medical certificate. GM is on the stand to terminate that contract employee. Is it possible to terminate him? what are the laws related to this case? If i terminate him what issues and legal problems will arise???!!!!!!!!!!!!! Please Give your valuable comments.!!!!!!!!!!!!!!!
AKHIL S
HR EXECUTIVE
CHEVROLET
From India, Kottayam
Dear Akhil
What do you mean by 'Contract Employee'? Is this person employed through contractor and is not on your rolls? If yes, then ask your contractor to give substitute and call this person back.
V K Gupta
From India, Panipat
148What do you mean by 'Contract Employee'? Is this person employed through contractor and is not on your rolls? If yes, then ask your contractor to give substitute and call this person back.
V K Gupta
From India, Panipat
Adding to above reply,if he is a contract employee of the company itself,have a look at the contract between employee and company and act accordingly.
Off course if the person was really sick terminating him/her will be unjust and equally if it was a first error then a warning would be adequate.
From India, Pune
Off course if the person was really sick terminating him/her will be unjust and equally if it was a first error then a warning would be adequate.
From India, Pune
Hello Akhil,
Like Nathrao mentioned, pl confirm IF he is on YOUR Company's Contract rolls OR the Contractor's.
The choices/options you have will depend on this factor.
@ MadanagopalaSwamy--
The suggestion given by you makes a BASIC PRESUMPTION, which MAY NOT be true.....and thus COULD be misleading & misdirected.
Rgds,
TS
From India, Hyderabad
Like Nathrao mentioned, pl confirm IF he is on YOUR Company's Contract rolls OR the Contractor's.
The choices/options you have will depend on this factor.
@ MadanagopalaSwamy--
The suggestion given by you makes a BASIC PRESUMPTION, which MAY NOT be true.....and thus COULD be misleading & misdirected.
Rgds,
TS
From India, Hyderabad
This employee is in our company’s rolls. There is no contractor between these employee and employer.
From India, Kottayam
From India, Kottayam
Contract terms need to be adhered to.
First the employee has been troublesome like this-frequent absences etc
Secondly some sort of warnings have been given
Finally if no improvement then he can be shown the exit.Because he is contractual employee should not necessarily mena that we act extra strict towards him.
From India, Pune
First the employee has been troublesome like this-frequent absences etc
Secondly some sort of warnings have been given
Finally if no improvement then he can be shown the exit.Because he is contractual employee should not necessarily mena that we act extra strict towards him.
From India, Pune
Instead of terminating his services why not you wait until the contract expiry date. Not renewing the contract is better than termination
But you need to consider his sick leave, the only offence he did was not informing the company.
Convince your GM for a warning letter.
From Malaysia, Kuala Lumpur
But you need to consider his sick leave, the only offence he did was not informing the company.
Convince your GM for a warning letter.
From Malaysia, Kuala Lumpur
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