Neer300182
Hr, Legal Compliance & Er-ir
Pganeswararao
Dy. General Manager - Hr & Admn.
+2 Others

Thread Started by #akhil2015

Hi All,
We have appointed the employee in march 2016 now we want to terminate this employee
by way of lower performence pls share your
Input that will i have to serve one month notice period and also have to give one month salary without work,
Regard
Akhil
24th May 2016 From India, Gurgaon
Follow termination procedure as per appointment order.
Have you give chance to improve by counselling and documenting cases of poor performance??
Give notice as per appointment order and terminate employment.
24th May 2016 From India, Pune
Dear Akhil, Pl arrange to conduct domestic enquiry when reason of termination is "Low/ Poor Performance" as per Hon’ble Supreme Court.
24th May 2016 From India, New Delhi
""Pl arrange to conduct domestic enquiry when reason of termination is "Low/ Poor Performance" as per Hon’ble Supreme Court.""
Respected Sir,
Could you kindly quote case reference of this nature for information??
24th May 2016 From India, Pune
Please find below details as desired:
IN THE SUPREME COURT OF INDIA
CIVIL APPELLATE JURISDICTION
CIVIL APPEAL NO.4220 OF 2015
(Arising Out of SLP (C) No.31909 of 2013)
K.S. RAVINDRAN ....(APPELLANT) VERSUS BRANCH MANAGER, NEW INDIA ASSURANCE CO. LTD. ...(RESPONDENT)
24th May 2016 From India, New Delhi
Hi
If we want to terminate any employee based on poor performance, we can do it by reviewing the performance against
standing orders / appointment order but before that we have to give notice / opportunity to improve the performance.
Further it is advised to give employment to the candidate, if fresher, as TRAINEE initially and observe for six months,
during the period we may terminate on poor performance.
Rgds
PGR
24th May 2016 From India, Hyderabad
Hi all,
Our company facing financial crises from
the last one year pls tell me can the company terminate its employee by way of financial crises if yes what its procedure
Pls reply urgently'
Thanks in Advance.......
25th May 2016 From India, Gurgaon
Dear Akhil, The procedure is known as retrenchment instead of termination. Pl go ahead keeping provisions of the Industrial Dispute Act in mind. Ensure you should adhere to FILO principle.
26th May 2016 From India, New Delhi
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