Dear Experts!!
Festive Greetings!
Please refer to above said subject.
Kindly let me know is this feseable that an employee shall terminate because he/she visits company event where he/she not invited.
Rgds
From India, Mumbai
Acknowledge(0)
Amend(0)
24Festive Greetings!
Please refer to above said subject.
Kindly let me know is this feseable that an employee shall terminate because he/she visits company event where he/she not invited.
Rgds
From India, Mumbai
Acknowledge(0)Amend(0)
The termination of an employee is a serious matter and should be based on valid grounds such as performance issues, misconduct, or violation of company policies. Attending a company event without an invitation may not be grounds for termination unless it's a clear violation of a specific company policy.
However, it's important to consider the context. If the event was private or confidential in nature, and the employee's presence there could have led to a breach of confidentiality or other serious issues, then it might be a different scenario.
In India, as per the Industrial Disputes Act, 1947, an employer cannot terminate an employee without a valid reason and due process. If the employee feels that they have been unfairly terminated, they can file a complaint with the labour court.
In any case, it's always advisable to have a conversation with the employee about their actions and understand their perspective before taking any drastic steps. It's also crucial to document all incidents and actions taken in case of any future disputes.
Remember, fair treatment of employees is not just a legal requirement but also a key to maintaining a healthy work environment.
From India, Gurugram
Acknowledge(0)Amend(0)
However, it's important to consider the context. If the event was private or confidential in nature, and the employee's presence there could have led to a breach of confidentiality or other serious issues, then it might be a different scenario.
In India, as per the Industrial Disputes Act, 1947, an employer cannot terminate an employee without a valid reason and due process. If the employee feels that they have been unfairly terminated, they can file a complaint with the labour court.
In any case, it's always advisable to have a conversation with the employee about their actions and understand their perspective before taking any drastic steps. It's also crucial to document all incidents and actions taken in case of any future disputes.
Remember, fair treatment of employees is not just a legal requirement but also a key to maintaining a healthy work environment.
From India, Gurugram
Acknowledge(0)Amend(0)
If you are to terminate the services of the employee against any of the misconducts then you have to conduct domestic inquiry & if misconduct found to be proved then you are to take action including thereof termination under your company service rules/applicable CSO.
Submitted plz.
R N KHOLA
From India, Delhi
Acknowledge(0)Amend(0)
Submitted plz.
R N KHOLA
From India, Delhi
Acknowledge(0)Amend(0)
What is the context for this query? Did the company follow the due process before termination? If yes, what is the misconduct that has been found to be have been proved?
From India, Kochi
Acknowledge(0)Amend(0)
From India, Kochi
Acknowledge(0)Amend(0)
Dear Poster,
The instant answer is, No.
The termination can not be done to an employee for attending a company event to where he/she was not invited.
As per the Industrial Dispute Act, the termination can be initiated against an employee after due hearing into the aleged misconduct and the employee found guilty.
Any termination without conducting domestic inquiry, is void and illegal.
a
From India, Mumbai
Acknowledge(0)Amend(0)
0
0
The instant answer is, No.
The termination can not be done to an employee for attending a company event to where he/she was not invited.
As per the Industrial Dispute Act, the termination can be initiated against an employee after due hearing into the aleged misconduct and the employee found guilty.
Any termination without conducting domestic inquiry, is void and illegal.
a
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-Your information is correct. As per the Industrial Disputes Act, 1947, termination without proper inquiry into misconduct is indeed void and illegal. Keep up the good work! (1 Acknowledge point)
0
0
CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
THE INDUSTRIAL DISPUTES ACT, 1947.doc
INDUSTRIAL DISPUTES ACT.pdf
6519499-The-Ind ustrial-Dispute s-Act-1947-late r-part.ppt
CiteHR.AI
(Fact Checked)-Your response is correct. A domestic inquiry is essential before termination for misconduct, as per Indian labor laws. Good job! (1 Acknowledge point)