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Termination policy + rules + procedure + laws?
Dear friends can you guide me on the termination policy.... spot termination of an employee is possible or not. if it is then is company have to pay any compensation to the terminated employee. any notice to be issued to the employee.... or any specefic period to be give befor terminating.... on what kind of reason an employee can be terminated.... if it is possible can you send me the detailed termination policy.... is any labour rule is applicable.... regards karthi
Termination of 14yes old employee
Dear all we have terminated an employee who worked with us for almost 14yrs. we have issued plenty of warning letter and taken apology letters from his as well. and we have calculated gratuity 15days per year and also paid 1 month wages. but he is asking gratuity 60days per year as retrenchment. please let me know the correct procedure & calculation to be followed to clear his dues.
Termination without specifying any reason - due to takeover of ownership suddenly
I am working at limited company from 28years most obedience and work where ever placed including other states. due to takeover of ownership suddenly served termination without specifying any reason with immediate effect in 2012. all dues eligible paid from registered office only including salary. but challenging the jurisdiction of the assistant commissioner of labour of the registered office area to pursue the dispute. is it justified please advice the legal position.
Termination procedure
Dear seniors can anyone please tell me the procedure that a company should follow while terminating an employee under full time employement as thereason for the termination is non performance. what lagal documentation is necesary for the same? thanks aarti khanna
Resignation acceptance & termination procedure.
Dear sir please let me know the procedure for resignation and termination of an employee and after how many days of absconding do we terminate them? regards minhaz fathima
What does it mean by the direction of court of law to pay terminal benefits
Dear experts: in one case in 2017 the authority concerned under shops & establishment act set asiding the dismissal of employee in 2014. however the employee has attained the age of superannuation on the very next day of the order passed by the authority concerned. in a writ petition over the order of the authority concerned the high court passed a simple order directing the employer to pay the terminal benefits after due deduction of dues if any payable by the employee. the management again preferred writ appeal over the single judge order. now the management decides to settle the issue amicably before the outcome of the writ appeal pending in hc. now my query is: 1. the single judge of the high court has made specific direction to the management to pay terminal benefits after deduction of dues if any. will it mean only the f & f settlement upto the date of dismissal or it mean by inclusive of back wages bonus etc.etc. with statutory liability for his nonemployment period from the date of dismissal to attained the age of superannuation? request clarification from the experts. thanks & regards v sridharan