Re: SAmple Letter Of Termination For Lien In Employment

Dear Moderator,

Please help me to draft a letter of termination for an employee who was on unauthorized leave for one month.

Thanks,
Sweta Saha

Hi,

Please find this document; it may be helpful for you. You can make modifications according to your requirements.

Hi everyone,

I require a warning letter for those employees who leave the office premises in between office hours without informing the competent authority.

Please send.

Dear Friend,

Your query is not clear regarding the status of an employee whom you want to terminate services due to unauthorized absence. Merely being absent without authorization for one month is not sufficient grounds for the termination of a permanent employee's services.

Did you provide any notice to the employee asking for an explanation? Did the employee respond to such a letter? What is the employee's employment status - permanent, trainee, or probationer? The termination of an employee depends on their status. The services of trainees, probationers, or contract workers can be terminated by giving one month's notice or payment in lieu of notice if outlined in the appointment letter, for reasons such as misconduct or unauthorized absence.

However, for regular employees, the standard procedure of issuing a charge sheet, conducting an inquiry, sending a final show-cause notice, and issuing a dismissal order is required to be followed in line with the principles of natural justice.

Regards,

NVRao

Regarding the final show cause notice related to unauthorized absence, I would like to seek information from seniors on whether the name should be struck off the muster roll from the date the employee began absconding or from a future date.

Trupti

Hi! Can I request a sample of how to create a format for sending a notice letter to a specific department regarding an anomalous employee?

Hi Friends, I am new to this forum, and this is my first posting. I am the HR person in a mining company. Our machines are being damaged on a daily basis, and this has led management to conclude that any employee involved in 'damage to company property' act again should be terminated with immediate effect. Please help me draft a termination letter to be given to the employees after a disciplinary hearing is held. Thanks in advance.

Julius

Hi, one of the middle management new joiners has left the office on the first day of the job with a 10-minute excuse time. After one hour, he sent his resignation after spending three hours in the office. What should we write to acknowledge his resignation email on HR grounds?

Hi all,

Two of my employees have not been reporting to work for the past two weeks without providing proper information and communication. Additionally, they have not submitted their handover properly. Could someone please share a termination letter template for such a situation?

Thanks and regards,
Ankita Koul

Hi,

Can I request a sample for informing specified department heads about the employee termination letter provided?

If a person remains absent from duty without authorization and the process as per the rule was followed, but still, he didn't return or respond to any of the letters. Now, as per the rule, he should be terminated. The question is, from which date will his termination be effective - from his date of absenteeism or from the date of approval by the competent authority? Furthermore, the problem arises if he is issued a termination letter with the date of approval, whether the absent period will need any treatment.

If a person remained absent from duty without authorization and the process as per the rule was followed, but still, he didn't return or respond to any of the letters. Now, as per the rule, he should be terminated. The question is, from which date will his termination be effective – i.e., from his date of absenteeism or from the date of approval by competent authority. Furthermore, the problem is if he is issued a termination letter with the date of approval, whether the absent period will need any treatment.

The termination of service has to be prospective; it cannot have a retrospective effect because the clock cannot be put back. The employee was on the rolls for all purposes until the date of issue of orders, so it cannot be wished away.