Navigating Legal Steps for Terminating a Pregnant Employee with Dual Employment Concerns

Hi friends/seniors,

We employed a supervisor on September 15, 2008. When we asked for relieving orders, she said it is with her husband, and she has moved to her parents' place since she is pregnant. So, we waited for her to produce the relieving orders. However, through some contacts, we found out that she has not resigned from her previous company and is on a two-month long leave. I verified with the HR department of her previous organization, and they confirmed that she was on leave and had been paid her full salary for the leave period. I have obtained the documents as well. Recently, she presented a fake relieving order.

We have decided to terminate her for this reason. As she is currently pregnant, we want to handle this situation with more attention and ensure it is handled legally.

Could you kindly guide me on the legal or formal procedures for terminating her?

Thanks,
Darryl

Dear [Recipient],

If you are confirmed, then issue a direct termination letter to her stating that the relieving letter you have produced is false, and that you are still working with your last employer. There will not be any problem as it is a condition of appointment, and no one can have double employment like this.

Thank you.

J.S. Malik