PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Industrial Relations And Labour Laws
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.
Madhu.T.KIt is okay that you can terminate the services of a probationer without conducting prolonged enquiries. But the termination should be as per the terms and conditions of service. Normally the appointment order shall contain a clause that "during the probation, your service shall be terminated without notice and without assigning any reason thereto". In such case, you can terminate him without quoting any reason, like bad performance. If you show the bad performance as reason for termination, then you should give opportunity to the employee to show that he was a bad performer.
If the appointment order says that 'during probation the service shall be discontinued for poor performance' then also you can terminate him but for that there should be some proof to show that his performance was bad.
Often we give letters to the employees which will highlight his performance and if that kind of letters are available, then also the termination is justifiable.
If there is a general termination clause that "the services shall be terminated by means of one month notice or payment in lieu of such notice from either side", then you have to give one month salary.
In your case, the salary paid is for the period the employee was in service. Now what is mandatorily payable is the salary for three more days that he has worked. Notice pay etc will depend upon the service conditions explained above.
From India, Kannur
malikjsMr Madhu has rightly suggested
From India, Delhi