Which one is beneficial: Dismissal or Resignation?
Beneficial to the company in monetary terms, what does the company stand to lose in terms of terminal benefits in cases of misappropriation and fraud? Also, in matters of the aftereffects of the action and the company image.
From Kenya, Nairobi
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Beneficial to the company in monetary terms, what does the company stand to lose in terms of terminal benefits in cases of misappropriation and fraud? Also, in matters of the aftereffects of the action and the company image.
From Kenya, Nairobi
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Kindly explain the senario then the seniors might be able to guide you properly............ If the question is simply like this then it is obviously Resignation is better opt
From India, Hyderabad
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70From India, Hyderabad
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Can you please explain us the question clearly , so that we can give you some suggestions.
From India, Secunderabad
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From India, Secunderabad
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Hi Victor,
Dismissal from service can be against your will and is a permanent blot on your record, as it signifies that you have been removed from the company by the management due to serious fraud or irregularities on your part. This can have a negative impact on future employment prospects, as other organizations may be hesitant to hire someone who has been dismissed.
On the other hand, termination from service, while still undesirable, is generally less severe than dismissal. It may indicate that your services were no longer needed due to staff reductions, economic measures, or the end of a contract.
Resignation, however, is viewed as an honorable act. It allows you to leave an organization voluntarily and with dignity, maintaining your goodwill.
Certainly, resignation is a much preferable option compared to dismissal or termination.
- PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of Management & Educational Consultants
New Delhi, India
"Which one is more beneficial: Dismissal or Resignation?"
From India, Delhi
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Dismissal from service can be against your will and is a permanent blot on your record, as it signifies that you have been removed from the company by the management due to serious fraud or irregularities on your part. This can have a negative impact on future employment prospects, as other organizations may be hesitant to hire someone who has been dismissed.
On the other hand, termination from service, while still undesirable, is generally less severe than dismissal. It may indicate that your services were no longer needed due to staff reductions, economic measures, or the end of a contract.
Resignation, however, is viewed as an honorable act. It allows you to leave an organization voluntarily and with dignity, maintaining your goodwill.
Certainly, resignation is a much preferable option compared to dismissal or termination.
- PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of Management & Educational Consultants
New Delhi, India
"Which one is more beneficial: Dismissal or Resignation?"
From India, Delhi
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Dear colleagues,
It all depends upon two main factors:
1. Kind of industry
2. Organisational culture
For the first factor, it can be divided into two branches. If an employee falls under the definition of workmen under the Industrial Disputes Act, it is better to obtain resignation and relieve him of duties. This will avoid many legal complications and also expenses, even if you have to spend some extra amount. The other category, the so-called office category, allows you to dismiss him but you have to provide him an opportunity to explain, etc.
Regarding organizational culture, if the organization doesn't want an employee, simply serve him the notice and dismiss him. Some organizations prefer not to dismiss and instead opt for the employee to resign. However, in my opinion, it is always better to take resignation and relieve an employee. It is safer and more advisable. In fact, I suggest taking the resignation letter with a prior date and relieving immediately.
Nagaraj
nagaraj1946@gmail.com
From India, Bangalore
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It all depends upon two main factors:
1. Kind of industry
2. Organisational culture
For the first factor, it can be divided into two branches. If an employee falls under the definition of workmen under the Industrial Disputes Act, it is better to obtain resignation and relieve him of duties. This will avoid many legal complications and also expenses, even if you have to spend some extra amount. The other category, the so-called office category, allows you to dismiss him but you have to provide him an opportunity to explain, etc.
Regarding organizational culture, if the organization doesn't want an employee, simply serve him the notice and dismiss him. Some organizations prefer not to dismiss and instead opt for the employee to resign. However, in my opinion, it is always better to take resignation and relieve an employee. It is safer and more advisable. In fact, I suggest taking the resignation letter with a prior date and relieving immediately.
Nagaraj
nagaraj1946@gmail.com
From India, Bangalore
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Both actions are independent of each other.
Resignation:
When an employee decides to leave the company he is working for, he submits his resignation, and separation happens. It is a voluntary action by the employee.
Dismissal:
This is a disciplinary action by the management against an employee who has committed some serious act/s of misconduct. An employee is dismissed from service after a defined disciplinary process is gone through with. It will not be correct to assume that one action is more beneficial than the other.
From India, Mumbai
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Resignation:
When an employee decides to leave the company he is working for, he submits his resignation, and separation happens. It is a voluntary action by the employee.
Dismissal:
This is a disciplinary action by the management against an employee who has committed some serious act/s of misconduct. An employee is dismissed from service after a defined disciplinary process is gone through with. It will not be correct to assume that one action is more beneficial than the other.
From India, Mumbai
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Dear,
Termination with severance pay is beneficial to an employee. Resignation is better when there is going to be termination without notice pay. Resignation is better if termination is due to misconduct. Termination is better if the employee wants to go to the Labor Court when the employer does not wish to give severance pay. The advantage depends on the situation.
With Regards,
E-mail: rajanassociates@eth.net
Off: 044-42620864, 044-55874684
Mobile: 9025792684.
From India, Bangalore
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Termination with severance pay is beneficial to an employee. Resignation is better when there is going to be termination without notice pay. Resignation is better if termination is due to misconduct. Termination is better if the employee wants to go to the Labor Court when the employer does not wish to give severance pay. The advantage depends on the situation.
With Regards,
E-mail: rajanassociates@eth.net
Off: 044-42620864, 044-55874684
Mobile: 9025792684.
From India, Bangalore
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Dismissal is the one where you do not get any benefits and is a punishment not to get job anywhere. Resignation is beneficial and the candidate is entitled to all benefits.
From India, Mumbai
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From India, Mumbai
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Dear All,
Namaste.
Dismissal is a harsh, major punishment. It implies the loss of major terminal benefits, particularly gratuity. An employee dismissed from service loses his/her right to gratuity. If the termination of service due to misconduct while in service is necessary, offer an opportunity to the concerned employee to tender resignation and go gracefully. If he/she is adamant, there is no option but to dismiss him/her. In the event of dismissal, severance pay and other compensatory benefits are not applicable. Such benefits become due only when the termination is on other grounds than misconduct.
In a government set-up, there is one more option which is not available in the private sector. It is compulsory retirement. If a government employee is found guilty of misconduct and misbehavior, his/her services can be terminated after the conclusion of due disciplinary proceedings. It is for the disciplinary authority to pass on punishment in the form of dismissal or compulsory retirement. If the employee is 'dismissed' or 'removed from service', the employee loses the right to claim gratuity and pension. However, if the disciplinary authority is kind enough, a lesser punishment can be handed down in the form of compulsory retirement. In this case, the compulsorily retired employee loses only the balance years of service but retains all terminal benefits such as pension, gratuity, leave encashment, memento, post-retirement medical benefits, etc.
Resignation is an honorary way of parting. Just take the resignation letter and relieve him/her. No need to take the resignation letter of a back date or pay any notice pay, etc. The management always has the right to waive notice pay or condone the notice period. Just shake hands and bid goodbye!
Shyam Agrawal
From India, Pune
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Namaste.
Dismissal is a harsh, major punishment. It implies the loss of major terminal benefits, particularly gratuity. An employee dismissed from service loses his/her right to gratuity. If the termination of service due to misconduct while in service is necessary, offer an opportunity to the concerned employee to tender resignation and go gracefully. If he/she is adamant, there is no option but to dismiss him/her. In the event of dismissal, severance pay and other compensatory benefits are not applicable. Such benefits become due only when the termination is on other grounds than misconduct.
In a government set-up, there is one more option which is not available in the private sector. It is compulsory retirement. If a government employee is found guilty of misconduct and misbehavior, his/her services can be terminated after the conclusion of due disciplinary proceedings. It is for the disciplinary authority to pass on punishment in the form of dismissal or compulsory retirement. If the employee is 'dismissed' or 'removed from service', the employee loses the right to claim gratuity and pension. However, if the disciplinary authority is kind enough, a lesser punishment can be handed down in the form of compulsory retirement. In this case, the compulsorily retired employee loses only the balance years of service but retains all terminal benefits such as pension, gratuity, leave encashment, memento, post-retirement medical benefits, etc.
Resignation is an honorary way of parting. Just take the resignation letter and relieve him/her. No need to take the resignation letter of a back date or pay any notice pay, etc. The management always has the right to waive notice pay or condone the notice period. Just shake hands and bid goodbye!
Shyam Agrawal
From India, Pune
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Dear Victor,
If you feel unsatisfied with your job, resignation may be the best option. Below are some points to consider before resigning:
a) If you are not receiving proper appraisal or rewards from your boss.
b) If he speaks to you disrespectfully.
c) Consider the work atmosphere and other relevant factors.
Remember, it is always advisable to cc your email to your boss's boss.
Rahul
From Thailand, Bangkok
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If you feel unsatisfied with your job, resignation may be the best option. Below are some points to consider before resigning:
a) If you are not receiving proper appraisal or rewards from your boss.
b) If he speaks to you disrespectfully.
c) Consider the work atmosphere and other relevant factors.
Remember, it is always advisable to cc your email to your boss's boss.
Rahul
From Thailand, Bangkok
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Viktor, resignation and dismissal are different in various situations. In case an employee feels they are being terminated without sufficient cause and intends to seek reinstatement/legal redressal, then it is worth being dismissed. However, the employee has to be very clear about the strength of their case for redressal. If the employee is at fault and dismissal is imminent, it is better to resign to save one's skin. It must be remembered that dismissal is a blot on a career, and no washing powder can make it white again! An honorable exit is always preferable. However, the exact context in which you asked this question is not clear.
From India, Delhi
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From India, Delhi
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How to Handle an Employee Resignation.doc
Termination from Employment.pdf