Under the Ethiopian labour law the company can terminate with out prior Notice on the ff grounds:
*During the probationary period,
*Absence from work with out a good notice for a period of 5 concecative working days,
* deceitful or fradulent conduct in carrying out his duties having regard to the gravity of the case,
* and Others upto 10 cases.
NB: But it must be in Written.
From Ethiopia, Addis Abeba
2*During the probationary period,
*Absence from work with out a good notice for a period of 5 concecative working days,
* deceitful or fradulent conduct in carrying out his duties having regard to the gravity of the case,
* and Others upto 10 cases.
NB: But it must be in Written.
From Ethiopia, Addis Abeba
Hi Rakesh
This is not at all possible 1st thing is that if the employer has given the appointment letter then no one can remove untill and unless the employee gives the resignation and stays on notice period 2nd if there is fault from employee side like drug addict, sexual harassment, theft then it is possible from employer side 3rd no such legal advisory is given that employer can directly remove the employee without prior notice if it happens there many NGOs, labour court.
With Regards
Ajay Pillay
(Admnistration & HR Manager)
From India, Pune
This is not at all possible 1st thing is that if the employer has given the appointment letter then no one can remove untill and unless the employee gives the resignation and stays on notice period 2nd if there is fault from employee side like drug addict, sexual harassment, theft then it is possible from employer side 3rd no such legal advisory is given that employer can directly remove the employee without prior notice if it happens there many NGOs, labour court.
With Regards
Ajay Pillay
(Admnistration & HR Manager)
From India, Pune
Well, in this regard, I would like to point out one thing that evverything depends upon the situation and the designation of an employee. Accordingly, it will leads the consequences. Nycase, if a Company decides to removes then there are a good remedies avalaible in the Court and there are good judgements to support that
For further details, we request and appreciate you to get in touch at
or 9870006433/91-222-27666136/09833366642. We are running a law firm by the name "LJ & Associates" and is headed by me. I myself have legal experience in courts and corporates of more than 8 years and during these years have done with my B Com, LLB, LLM, MBL, MBA, CS Inter.
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Lalit K Jain
From India, Mumbai
For further details, we request and appreciate you to get in touch at
Please find in attach my profile for your any further issues and will be great to help you out.
Thanks & Regards
Lalit K Jain
From India, Mumbai
Dear All
Thanks for updating all probabilties.
In case of termination takes place without any service rule or any written condition which empowers the employer to terminate an employee covered under ID Act 1947. The employer is a big MNC in West Bengal.
Please advise the remedial process for reemployment.
nabolbona
From India, Calcutta
Thanks for updating all probabilties.
In case of termination takes place without any service rule or any written condition which empowers the employer to terminate an employee covered under ID Act 1947. The employer is a big MNC in West Bengal.
Please advise the remedial process for reemployment.
nabolbona
From India, Calcutta
Can you send in more details.
1. What is the Designation and level of the employee. Is he a workman or does he fall in the Managerial category?
2. What is his length of service?
3. Has he been given any Appointment Letter? If yes, are there terms and conditions regarding exit?
4. Has he been terminated "Just Like That" or has he been given a Termination Letter? How as it issued if it was issued.
Has it been signed by him in receipt of the same.
As you say, your Co. does NOT have any Standing Orders or service Rules.
Is your Co. a Factory or is it registered under the Shops Act?
Once you send these details, we can advise you better.
Vasant Nair
09717726667
From India, Mumbai
1. What is the Designation and level of the employee. Is he a workman or does he fall in the Managerial category?
2. What is his length of service?
3. Has he been given any Appointment Letter? If yes, are there terms and conditions regarding exit?
4. Has he been terminated "Just Like That" or has he been given a Termination Letter? How as it issued if it was issued.
Has it been signed by him in receipt of the same.
As you say, your Co. does NOT have any Standing Orders or service Rules.
Is your Co. a Factory or is it registered under the Shops Act?
Once you send these details, we can advise you better.
Vasant Nair
09717726667
From India, Mumbai
Dear All,
need your valuable suggestion.... in this case
Mr x was hired on contract of employment for 1 year and after one year he service was renewed for one more year.
Now it has been observed that he has a fit problem . some time in office also he fall prey to fit now the business want to remove him.... we have been bearing this for last 8 month
pls suggest what to do at this stage.....
thanks & regards
mohan
From India, Mumbai
need your valuable suggestion.... in this case
Mr x was hired on contract of employment for 1 year and after one year he service was renewed for one more year.
Now it has been observed that he has a fit problem . some time in office also he fall prey to fit now the business want to remove him.... we have been bearing this for last 8 month
pls suggest what to do at this stage.....
thanks & regards
mohan
From India, Mumbai
Dear Mr. Khola,
I've understood point made by u. But, suppose wanted to terminate an employee because of his unprofessional behaviour/ approach, then what procedure one should follow. Pls suggest.
From India, Calcutta
I've understood point made by u. But, suppose wanted to terminate an employee because of his unprofessional behaviour/ approach, then what procedure one should follow. Pls suggest.
From India, Calcutta
Dear Member,
Then we are to take disciplinary action as per the applicable Standing Orders of the industrial establishment or by the procedure as laid down under the applicable service rules of the establishment.
Regards,
R N Khola
From India, Delhi
Then we are to take disciplinary action as per the applicable Standing Orders of the industrial establishment or by the procedure as laid down under the applicable service rules of the establishment.
Regards,
R N Khola
From India, Delhi
Thnaks Mr KHola for giving your valuable opinion on this post. we hope other senior will also provide same kind of opinion time to time.
From India, Bangalore
From India, Bangalore
Dear seniors,
I have recently joined a company as asst.manager HR its been only 45 days...now the management is terminating me because i have approached my CEO directly for the issue which is related to the company only.....The ED of the company told me to do so and now when said that it is said by the ED,,he is manipulation the things,,, and no one is giving me the specific reason and answer....They have terminated me without any notice also.
please tell me my rights and what are the actions which i can take against to the company or management.
Regards
Khushbu
From India, Delhi
I have recently joined a company as asst.manager HR its been only 45 days...now the management is terminating me because i have approached my CEO directly for the issue which is related to the company only.....The ED of the company told me to do so and now when said that it is said by the ED,,he is manipulation the things,,, and no one is giving me the specific reason and answer....They have terminated me without any notice also.
please tell me my rights and what are the actions which i can take against to the company or management.
Regards
Khushbu
From India, Delhi
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