Some of tips before termination.
·Consider alternatives to termination in appropriate cases. Look for alternatives to discharge when you can. Termination is not always the appropriate disciplinary action. Oral and written warnings and suspensions can be viable alternatives. However, make sure you are consistent in your disciplinary actions with other employees for the same offense.
Give the employee an opportunity for corrective action before termination, where appropriate. Remember that you are trying to turn around inappropriate behavior and help the employee improve. Employee turnover is a significant cost to most employers, so you can save both money and headaches if you can redirect an employee who is performing below expectations.
1st December 2007 From India, Hyderabad
6th December 2007 From India, Mumbai
Secondly a format of suspension letter (above persons supriors) for non-compliance of his duties including terminatio.
24th July 2008 From India, Mumbai
Termination letter is prepared as per employee ground
it is mentioned in the clause in the Appointment Letter you will have to pay to the employee the whole month's salary.
If you don't want the employee to come from the next day, settle their dues with paying them the salary till the date they have worked along with their PF, Gratuity and other dues
I think there is clause in labor law saying the employer shall have the right to terminate the employee without notice period in some cases like mentioned below;
a) If he commits a fault resulted in a serious loss to the employer.
b) If he repeatedly disobeys the instructions of the employer, save cases where the safety of labors & security of work are required. In such cases the repeatation is not deemed on condition. However, in all circumstances the provision of the approved penalty regulations shall be observed.
c) If he/she has been convicted of a crime affection honour, honesty or morality
d) If he/she commits an act against the public morality in the place or work.
12th May 2009 From India, Delhi