Hi friends,
If an employee "A" is terminated by the company "X", can X circulate the news of termination of A be circulated internally or to the out side world.
If X circulates the messages, is it legal? If it is not then what are the actions employee can take.

From India, Bangalore
Dear idi.vijai
Welcome to CiteHR.com, one of the largest network of HR professionals.
With reference to your query, one would like to know what motivates the employer in doing so ? The reason behind such a vindictive attitude ?
It reminds one of the days of 'public flogging' - I hope your company does not entertain such medieval mind-set.
Warm regards.

From India, Delhi
Hi Raj,

We are in to sales and distribution, the company X had a JV with company Y and they got split recently I was recruited by Y company management for X company when the JV was there.

After the split I was on X payrolls so I came with X company, unfortunately the X company has its HO in singapore and they have given all the powers to a technical guy who doesnt have any experience in to either management or sales. As a result he doesnt understand any of the pain points of the sales guys, for which X has terminated its employee by giving one month salary, though the performance of the employee was good. They have not mentioned any reason in the termination letter but they have circulated a mail internally saying that it is because of un-ethical behavior against HR policies. Here the employee has not done any kind of un-ethical things like forgery, activities which damage the company assets/image nor any illegal things. Only thing he has done is protesting the manager when he was not supporting his profession.

thanks ,


From India, Bangalore
Dear idi.vijai

Thanks for the essential and additional inputs. I am relieved to know that we are discussing a modern company and an MNC.

Without commenting on the fairness or otherwise, of the act of Termination per se; I would like to tell you that at times the management may indulge in some damage-control exercises to boost the sagging morale of its employees.

The internal mails circulated, constitute propaganda tools of this nature. Since it is an internal communication, the affected (terminated) employees can do little about it.

However, it is an entirely different thing, if it is extended to public domain - either on the net,TV or print media. Under such circumstances, the company would make itself liable to be sued for libel and slander; and the damages can be quite high. No company can indulge in such adventures unless the person has been convicted of criminal charges in a court of law or matters pending police action; as otherwise the company shall have to prove that its imputations and accusations are true.

Under the circumstances cited by you, I suggest that you can rest assured that the matter will not cross organization boundaries.

Warm regards.

From India, Delhi
HI Raj Kumar,
Thanks for your active inputs, since the mail was circulated internally you feel that there is no problem, what if the mail is send forwarded to any person outside. Does a person is not allowed to take recourse of libel or slander even if his image is damage before employees of his company. What do we mean by public domain, does the employees working in the company not qualify as public domain. If the terminated employee comes into contact with some good lawer with even the print of the email circulated or and even with a termination letter I am sure I can sue to company under the charge of defamation etc.
CS Mukesh TANK

From India, Mumbai
Hi Raj/Mukesh,
Thanks for your valuable inputs, If the mail is circulated in the company saying that he has behaved unethical and against HR policies.(The same is not marked to the senior management, Manager/Directors in HO). The company need not pay for the notice period where as in this case they have paid for the notice period. In the termination letter they have not mentioned any reason nor they have taken the exit interview to discuss on the behavior. There were no memos nor any warning letters given before the termination.

From India, Bangalore
I think Raj Kumar is perfectly write. I totally agree with Raj Kumar. Regards, Anjana Thakur
From India, Delhi
If an employee "A" is terminated by the company"x" by following the due process the company can circulate the termination internally. It is not necessary for the co. to state the reasons for termination
prabhakar Rao S

From India
Hi Prabhakar,
If they are not able to mention the reason in the termination letter, then why the company is bad mouthing about the employee internally. Not only badmouthing but sending official mail internally saying that the employee has done unethical and worked against HR policies.

From India, Bangalore
Dear All,
One of my freind came across such thing. He is working as a team member. Now what his Manager is doing often, if some of the team members do good, he would mark cc to all praising his work and then wold ask every one to follow the same other wise mention that they will face the consequence.
Many time he has openly written that doors are open. Do such things can be sued.
Please guide.

From India, Madras

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