Dear Zala
I have seen your querry and also the comments of our seniors
Regarding your point we cannot terminate an employee just like that unless we should certain norms.
1. Issue charge sheet and mention the charges with the clauses mentioined in certified standing orders of your company. Mention past discipline cases/warning letters issued to him/her.
2. Take explanation letter from him/her for the charge sheet issued (within in stipulated time)
3. If he contests the mistake conduct domestic enquiry under principle of natural justice by appointing enquiry officer under intimation to Deliqneutn Employee the place of enquiry and venue with sufficient time.
4. Give ample opportunity to him/her to defend his/her case and also allow the employees in their department to give witness.
5. After domestic enquiry is over send the enquiry officer report with findings to Delinquent employee for calling objections. (1st show cause notice)
6. Wait for 10/15 days time and send another 2nd show cause notice to be given
7. Then you send final termination letter with all details and also final dues payments
Any way this type of termination cases will refer to conciliation before Jt.Commissioner of Labour/Dy.commissioner of Labour and further it will refer to Industrial Tribunal Labour Court for reinstatements if we cannot proved the charges established by him/her.
Hope the above is suffice
Tks & Regards
Vadlamani SR
follow established misconducts after conducting domestic enquiries under principle of natural justice and based on the Enquiry Officer findings we have to communicate the findings to Delinquent employee for calling objectioins and
I have seen your querry and also the comments of our seniors
Regarding your point we cannot terminate an employee just like that unless we should certain norms.
1. Issue charge sheet and mention the charges with the clauses mentioined in certified standing orders of your company. Mention past discipline cases/warning letters issued to him/her.
2. Take explanation letter from him/her for the charge sheet issued (within in stipulated time)
3. If he contests the mistake conduct domestic enquiry under principle of natural justice by appointing enquiry officer under intimation to Deliqneutn Employee the place of enquiry and venue with sufficient time.
4. Give ample opportunity to him/her to defend his/her case and also allow the employees in their department to give witness.
5. After domestic enquiry is over send the enquiry officer report with findings to Delinquent employee for calling objections. (1st show cause notice)
6. Wait for 10/15 days time and send another 2nd show cause notice to be given
7. Then you send final termination letter with all details and also final dues payments
Any way this type of termination cases will refer to conciliation before Jt.Commissioner of Labour/Dy.commissioner of Labour and further it will refer to Industrial Tribunal Labour Court for reinstatements if we cannot proved the charges established by him/her.
Hope the above is suffice
Tks & Regards
Vadlamani SR
follow established misconducts after conducting domestic enquiries under principle of natural justice and based on the Enquiry Officer findings we have to communicate the findings to Delinquent employee for calling objectioins and