Termination is the last step of disciplinary process. You cannot terminate abruptly any one which attracts the legal problems. If any employee committed an irregularity, the Management in the first instance call for the explanation of the individual to find out the employees version. If the Management not satisfied with the explanation, then it will appoint a preliminary inquiry officer to find out the primafacie of the incident and to know how the employee is responsible for the irregularity. If it is proved in the preliminary inquiry, then the management has to constitute a regular Inquiry Officer, to conduct a detailed inquiry in to the matter. The Inquiring authority has to give ample opportunity to the Accused Officer to put forth his statement of defence against the charge. In case the charges are proved against the employee, then the Management has to take a decision to aware punishment to the gravity of the charge. If it is a small irregularity, the Management has to give minor punishment, like Censure, stoppage of increment for one year or more than one year, with or without cumulative effect and allow the employee to continue in service.
If it is a grave irregularity causing much damage to the Institution or huge financial loss to the organization, then the Management may terminate the services of the employee, after giving a final notice to the employee to have an opportunity to say any further material evidence on the charge, in the interests of natural justice, and after considering the final explanation from the employee, the Management may issue termination Notice. Though it is a lengthy procedure, the appointing authority has to follow the detailed procedure, to avoid further legal problems on the disciplinary proceedings issued.