204Dear All
In the Staffing Industry one can find several instances of the Temporary Staff Absconding. In such cases the Temps need to be terminated so that the F & F is done and the name removed from Pay rolling records.
Securing this process is a challenge for the HR Managers of staffing Business .
The process will be dependent on each of the Staffing Company HR practice and needs of the Client.
There is a practice in the Staffing Industry that until the Client gives the “No dues “the F & F cannot be done .Therefore the Termination practice has to be sync with that.
Staffing Companies have to have a secure Legal Department or avail Expert Legal advice on Severance and Termination practices tailor made for their needs which in the long run will be a security for the Staffing Industry to avoid post termination claims by the Temporary Employees which will eat away the slender margins earned from the Client .
In the Staffing Industry one can find several instances of the Temporary Staff Absconding. In such cases the Temps need to be terminated so that the F & F is done and the name removed from Pay rolling records.
Securing this process is a challenge for the HR Managers of staffing Business .
The process will be dependent on each of the Staffing Company HR practice and needs of the Client.
There is a practice in the Staffing Industry that until the Client gives the “No dues “the F & F cannot be done .Therefore the Termination practice has to be sync with that.
Staffing Companies have to have a secure Legal Department or avail Expert Legal advice on Severance and Termination practices tailor made for their needs which in the long run will be a security for the Staffing Industry to avoid post termination claims by the Temporary Employees which will eat away the slender margins earned from the Client .
With Regards
Advocates & Notaries & Legal Consultants for Staffing & Recruiting Industry
E-mail : rajanassociates@eth,net,
-9025792684-9025792634
From India, Bangalore
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Absence from Duty
The Bombay Shops and Establishments Act Sec. 66, proviso (a), states that notice of termination is not required under Sec. 66 if an employee is absent from service without notice in writing or without sufficient reasons for seven days or more.
Consequently, the severance of the Temporary Employee for absence from duty must align with the legal requirement. Although the legal provision allows for termination without notice, it may not be a practical solution when dealing with large numbers in the Staffing Industry. Documenting the absence is a legal compliance issue. The first step involves issuing a call letter requiring the employee to report for the job, followed by the termination letter. However, a synthesis of combining both may require legal acumen and be a perfect solution for fast-tracking legal compliance on this aspect.
With Regards,
Advocates & Notaries & Legal Consultants for Staffing & Recruiting Industry
Email: rajanassociates@eth.net
9025792684 - 9025792634
From India, Bangalore
Acknowledge(0)Amend(0)
The Bombay Shops and Establishments Act Sec. 66, proviso (a), states that notice of termination is not required under Sec. 66 if an employee is absent from service without notice in writing or without sufficient reasons for seven days or more.
Consequently, the severance of the Temporary Employee for absence from duty must align with the legal requirement. Although the legal provision allows for termination without notice, it may not be a practical solution when dealing with large numbers in the Staffing Industry. Documenting the absence is a legal compliance issue. The first step involves issuing a call letter requiring the employee to report for the job, followed by the termination letter. However, a synthesis of combining both may require legal acumen and be a perfect solution for fast-tracking legal compliance on this aspect.
With Regards,
Advocates & Notaries & Legal Consultants for Staffing & Recruiting Industry
Email: rajanassociates@eth.net
9025792684 - 9025792634
From India, Bangalore
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