Dear Moderator, PLease help me to draft a letter of termination for an employee, who was in unauthorised leave for 1 month. Thanks Sweta Saha
From India, Bhubaneswar
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1From India, Bhubaneswar
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Hi , Please find this document , it may helpful for you . You can do the modifications according to your requirement.
From India, Secunderabad
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From India, Secunderabad
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Dear Friend, Your query is not clear regarding the status of an employee whom you want to terminate due to unauthorized absence. Merely being absent without authorization for one month is not sufficient grounds for the termination of a permanent employee's services.
Considerations for Termination
Did you provide any notice to the employee asking for an explanation? Did the employee respond to such a letter? What is the employee's employment status - permanent, trainee, or probationer? The termination of an employee depends on their status. The services of trainees, probationers, or contract workers can be terminated by giving one month's notice or payment in lieu of notice if outlined in the appointment letter, for reasons such as misconduct or unauthorized absence.
Procedure for Regular Employees
However, for regular employees, the standard procedure of issuing a charge sheet, conducting an inquiry, sending a final show-cause notice, and issuing a dismissal order is required to be followed in line with the principles of natural justice.
Regards,
NVRao
From India, Nellore
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Considerations for Termination
Did you provide any notice to the employee asking for an explanation? Did the employee respond to such a letter? What is the employee's employment status - permanent, trainee, or probationer? The termination of an employee depends on their status. The services of trainees, probationers, or contract workers can be terminated by giving one month's notice or payment in lieu of notice if outlined in the appointment letter, for reasons such as misconduct or unauthorized absence.
Procedure for Regular Employees
However, for regular employees, the standard procedure of issuing a charge sheet, conducting an inquiry, sending a final show-cause notice, and issuing a dismissal order is required to be followed in line with the principles of natural justice.
Regards,
NVRao
From India, Nellore
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Final Show Cause Notice for Unauthorized Absence
Regarding the final show cause notice related to unauthorized absence, I would like to seek information from seniors on whether the name should be struck off the muster roll from the date the employee began absconding or from a future date.
Regards,
Trupti
From India, Bangalore
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Regarding the final show cause notice related to unauthorized absence, I would like to seek information from seniors on whether the name should be struck off the muster roll from the date the employee began absconding or from a future date.
Regards,
Trupti
From India, Bangalore
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Hi!, can i request for a sample on how to create or a format on how to send a notice letter to a certain dept because of an anomalous employee?
From Philippines, Bagumbayan
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From Philippines, Bagumbayan
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Hi all,
Two of my employees have not been reporting to work for the past two weeks without providing proper information and communication. Additionally, they have not submitted their handover properly. Could someone please share a termination letter template for such a situation?
Thanks and regards,
Ankita Koul
From India, Mumbai
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Two of my employees have not been reporting to work for the past two weeks without providing proper information and communication. Additionally, they have not submitted their handover properly. Could someone please share a termination letter template for such a situation?
Thanks and regards,
Ankita Koul
From India, Mumbai
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Termination Date for Unauthorized Absence
If a person remains absent from duty without authorization and the process as per the rule was followed, but still, he didn't return or respond to any of the letters, he should be terminated as per the rule. The question is, from which date will his termination be effective - from his date of absenteeism or from the date of approval by the competent authority?
Furthermore, the problem arises if he is issued a termination letter with the date of approval, whether the absent period will need any treatment.
From Pakistan, Rawalpindi
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If a person remains absent from duty without authorization and the process as per the rule was followed, but still, he didn't return or respond to any of the letters, he should be terminated as per the rule. The question is, from which date will his termination be effective - from his date of absenteeism or from the date of approval by the competent authority?
Furthermore, the problem arises if he is issued a termination letter with the date of approval, whether the absent period will need any treatment.
From Pakistan, Rawalpindi
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Termination Date for Unauthorized Absence
If a person remained absent from duty without authorization and the process as per the rule was followed, but still, he didn't return or respond to any of the letters, now, as per the rule, he should be terminated. The question is, from which date will his termination be effective – i.e., from his date of absenteeism or from the date of approval by the competent authority? Furthermore, the problem is if he is issued a termination letter with the date of approval, whether the absent period will need any treatment.
From Pakistan, Rawalpindi
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If a person remained absent from duty without authorization and the process as per the rule was followed, but still, he didn't return or respond to any of the letters, now, as per the rule, he should be terminated. The question is, from which date will his termination be effective – i.e., from his date of absenteeism or from the date of approval by the competent authority? Furthermore, the problem is if he is issued a termination letter with the date of approval, whether the absent period will need any treatment.
From Pakistan, Rawalpindi
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Termination of Service: Prospective vs. Retrospective
The termination of service has to be prospective; it cannot have a retrospective effect because the clock cannot be put back. The employee was on the rolls for all purposes until the date of issue of orders, so it cannot be wished away.
From India, Mumbai
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The termination of service has to be prospective; it cannot have a retrospective effect because the clock cannot be put back. The employee was on the rolls for all purposes until the date of issue of orders, so it cannot be wished away.
From India, Mumbai
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DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc