A branch in Mathura, which has completed 1 year, consists of four male employees. One employee has completed 1 year, while the rest of the male employees have been with the company for 6 months and 2 months each. Additionally, there are 2 female employees in the branch. The management is now planning to close the branch without providing any prior notice.
I am considering taking legal action against the employer for winding up the branch without proper notice. We are all in a difficult situation, and I would appreciate any suggestions or ideas on how to proceed.
From India, Agra
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I am considering taking legal action against the employer for winding up the branch without proper notice. We are all in a difficult situation, and I would appreciate any suggestions or ideas on how to proceed.
From India, Agra
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Dear friends,
Employers can conduct organizational restructuring within their scope. However, why do they need to seek permission from their employees? There are two main points to consider in this scenario. Firstly, do employers have the authority to transfer employees from one branch to another? If not, are they obligated to provide notice pay in accordance with the terms specified in the employment appointment order? Legal action can be pursued only if they fail to compensate you as per the agreed-upon terms.
Even if branch operations are running smoothly, employers have the option to terminate staff by adhering to the notice period terms. The conclusion of the employer-employee relationship is contingent upon the conditions outlined in the appointment letter. As long as both parties abide by these conditions, there is limited room for intervention from either side at the time of cessation.
Ok...
Dinesh V Divekar
From India, Bangalore
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8219Employers can conduct organizational restructuring within their scope. However, why do they need to seek permission from their employees? There are two main points to consider in this scenario. Firstly, do employers have the authority to transfer employees from one branch to another? If not, are they obligated to provide notice pay in accordance with the terms specified in the employment appointment order? Legal action can be pursued only if they fail to compensate you as per the agreed-upon terms.
Even if branch operations are running smoothly, employers have the option to terminate staff by adhering to the notice period terms. The conclusion of the employer-employee relationship is contingent upon the conditions outlined in the appointment letter. As long as both parties abide by these conditions, there is limited room for intervention from either side at the time of cessation.
Ok...
Dinesh V Divekar
From India, Bangalore
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Hello, please help me. I am nominated as an inquiry officer against an employee. I had delivered the notice of inquiry, but it was returned without being received. Please help me with how I can write the inquiry findings on an ex parte basis.
From Pakistan, Hyderabad
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From Pakistan, Hyderabad
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Hello Positive men,
As an enquiry officer, you should not open returned envelopes and should instead attempt to deliver the enquiry notice through an office boy along with two more persons to generate evidence of non-acceptance of the enquiry notice. Following this action, you can display an enquiry wall notice on the outside of the employee's house. If the employee still does not appear for the enquiry, then based on all the evidence gathered, you can proceed with ex parte proceedings.
From India, Delhi
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As an enquiry officer, you should not open returned envelopes and should instead attempt to deliver the enquiry notice through an office boy along with two more persons to generate evidence of non-acceptance of the enquiry notice. Following this action, you can display an enquiry wall notice on the outside of the employee's house. If the employee still does not appear for the enquiry, then based on all the evidence gathered, you can proceed with ex parte proceedings.
From India, Delhi
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