Handling Employee Fraud: Should We Pay Them for Days Worked Before Termination?

Handling Fraudulent Activity and Employee Termination

If some employees discover fraudulent activity within the organization and we need to terminate the employee, should we still pay them for the days they worked? For example, if someone falsified documents for their job, engaged in illegal activities within the organization, or is absconding.

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Legally, we cannot terminate an employee without a valid domestic inquiry, and charges framed against them must be proven before an inquiry officer. In your case, for all three misconducts, the same procedure of domestic inquiry must be followed. You cannot just fire an employee based on any one of the charges; otherwise, the government will intervene and require you to follow the procedure of an inquiry. I hope this explanation suffices.