While concurring with Mr.Amit with regard to precaustions to be taken before deciding to terminate the sevices of an employee, I may add that if the appointment letter stipulates a notice period or payment of salary in lieu there of even during probation, the company ha sto comply with it. Further, summary termination even as per standing orders or as per appointment letter is fraught with the risk of being subjected to juducial scrutiny by the courts who may setaside such terminations if they find them to be punitive. Therefore, it is better to conduct enquiry for unauthorised absence of the employee, if the employee has not been sanctioned leave for the said period and take an appropriate decison on the basis of findings of enquiry.
B.Saikumar
HR & Labour Law advisor
Mumbai