PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
PRABHAT RANJAN MOHANTY
Hr & Ir
Assistant Manager - Hr
Nagarkar Vinayak L
Hr And Employee Relations Consultant
Use factoHR and automate your HR processes
Mobile-first hire to retire HR and Payroll software that automates all HR operations and works as a catalysts for your organisational growth.
Nagarkar Vinayak LDear Colleague,
Before thinking of any action, please check out following:
1. Any service condition in the appointment letter signed by him which conveyed that the double employment is not permitted.
2. Whether the code of conduct is communicated to him.
3. Did he disclose at the recruitment stage whether he was associated with any business in any capacity. ( Does your documentation procedure require him to reveal this?)
4 Whether his non- disclosure adversely affect your business interest or is it only technical violation of the service condition.
After scrutinizing above and any other relevant aspect, if you believe that his continuence is not desirable, explain to him and obtain his resignation and let him go.
You need to relook at your documentation procedure which seem to have gap as it did not require him to disclose this vital information.
HR and Employee Relations Consultant
From India, Mumbai
GraceAllenSelf-employment and work for someone else have many of the same benefits and disadvantages. Self-employment allows individuals to create their schedule <a href="https://beststudentadvisors.com/">Do My Online Class</a>, allowing flexibility in the amount of time they will spend working. A single self-employed person's flexible schedule is a benefit.
From United States, Clifton
PRABHAT RANJAN MOHANTYDear Mr. Josheph,
Mr Nagarkar explained well on querry " violation of code of conduct". You can terminate, but the action should not bounce back.
Before going to catch, better check at your end that the employee has violated the code of conduct and breach of employment contract. You need to calculate your loss that caused to you for the employee for his involvement in other employment.
Business is not considered as employment.
At best you can call him for an explanation for the matter you considered as violation and wait for the reply from the employee. Many a times reply gives ample opportunity to take an action.
From India, Mumbai