Hello, Wanted to know what are the various termination criteria followed by the different IT companies.
From India, Thane
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From India, Thane
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There cannot be separate termination policy for IT companies in Tamil Nadu but what are provided under the Industrial Disputes Act are applicable to them also.
From India, Kannur
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4519From India, Kannur
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Dear Anjali Johnson,
"Termination from services" is a punishment awarded to an employee if, in the domestic inquiry, the misconduct of the employee is proved. Now, which misconduct merits termination is difficult to define. However, by and large, the following misconducts merit termination:
a) Absconding from duties for a long time
b) Willful destruction of company property
c) Action involving moral turpitude outside the workplace
d) Physical assault on the employee(s)
e) Willful sharing of information, not following the rules of data security
f) Any action that tarnishes the image of the company or brings disrepute to the company
g) Theft, forgery, falsification of documents, misappropriation of funds, submission of false claims, etc.
h) Not following the safety instructions and not using the tools or instruments as per the SOP.
i) Underperformance of duties even after several warnings
j) Suppression of information about a contagious disease that may harm other employees
You may refer to the list of misconducts given in the Industrial Standing Orders Act applicable to your state.
Termination from the service is the highest punishment and it has to be handled with due sensitivity. Casual on-spot dismissals are to be prohibited. Regardless of the reason(s) for termination, the process is to be handled with due diligence.
Thanks,
Dinesh Divekar
From India, Bangalore
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"Termination from services" is a punishment awarded to an employee if, in the domestic inquiry, the misconduct of the employee is proved. Now, which misconduct merits termination is difficult to define. However, by and large, the following misconducts merit termination:
a) Absconding from duties for a long time
b) Willful destruction of company property
c) Action involving moral turpitude outside the workplace
d) Physical assault on the employee(s)
e) Willful sharing of information, not following the rules of data security
f) Any action that tarnishes the image of the company or brings disrepute to the company
g) Theft, forgery, falsification of documents, misappropriation of funds, submission of false claims, etc.
h) Not following the safety instructions and not using the tools or instruments as per the SOP.
i) Underperformance of duties even after several warnings
j) Suppression of information about a contagious disease that may harm other employees
You may refer to the list of misconducts given in the Industrial Standing Orders Act applicable to your state.
Termination from the service is the highest punishment and it has to be handled with due sensitivity. Casual on-spot dismissals are to be prohibited. Regardless of the reason(s) for termination, the process is to be handled with due diligence.
Thanks,
Dinesh Divekar
From India, Bangalore
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The termination of services of employees on a mass scale is particularly problematic when it is done without adhering to the laws in force. The statement by Mr. Madhu is appropriate: "There cannot be a separate termination policy for IT companies" because all disputes arising from termination are to be viewed under the Industrial Disputes Act. As of the current date, no separate acts have been formulated for different industrial establishments. Therefore, the Industrial Disputes Act is the only instrument to follow, and all such terminations should be done in accordance with the rules of the ID Act.
From India, Mumbai
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From India, Mumbai
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Industrial Disputes Amendment Act 2010.doc
Industrial Disputes Act 1947.pdf