Hi all,
I am working as an HR executive in an engineering company. Now, I have been given a task to frame a dismissal procedure. I hereby request all the members to help me in this regard.
Awaiting your replies.
Thanks & Regards,
Sivasuil
From India, Hyderabad
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I am working as an HR executive in an engineering company. Now, I have been given a task to frame a dismissal procedure. I hereby request all the members to help me in this regard.
Awaiting your replies.
Thanks & Regards,
Sivasuil
From India, Hyderabad
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HI all, No views & no replies. come on guys pls help me out. I am waiting for ur replies Vijaya
From India, Hyderabad
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From India, Hyderabad
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Dear Sivasuil,
First, you need to specify the individual you wish to dismiss, whether an executive or a workman, and the grounds for dismissal. There are several reasons and methods for dismissal, including:
1. Retrenchments
2. On disciplinary grounds
3. Absconding/Unauthorized absence from duty, etc.
The procedures for each of these differ.
Regards,
Tanmay Chauhan
AM-HR, JSL Limited
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First, you need to specify the individual you wish to dismiss, whether an executive or a workman, and the grounds for dismissal. There are several reasons and methods for dismissal, including:
1. Retrenchments
2. On disciplinary grounds
3. Absconding/Unauthorized absence from duty, etc.
The procedures for each of these differ.
Regards,
Tanmay Chauhan
AM-HR, JSL Limited
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Dear,
If you want to terminate someone's services based on misconduct, then follow the standing orders of your company. All misconducts are defined in the standing orders. You should ask for an explanation from the individual after the misconduct, and you can issue a charge sheet and ask for further explanation. If you are not satisfied with the explanation, conduct a domestic inquiry. After the inquiry, if the person is found guilty, only then terminate their services. Please follow the principles of natural justice at each and every point; otherwise, you may face defeat in the court of law.
Thanks,
J. S. Malik
From India, Delhi
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174If you want to terminate someone's services based on misconduct, then follow the standing orders of your company. All misconducts are defined in the standing orders. You should ask for an explanation from the individual after the misconduct, and you can issue a charge sheet and ask for further explanation. If you are not satisfied with the explanation, conduct a domestic inquiry. After the inquiry, if the person is found guilty, only then terminate their services. Please follow the principles of natural justice at each and every point; otherwise, you may face defeat in the court of law.
Thanks,
J. S. Malik
From India, Delhi
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The expression "dismissal" should be used in rare situations only because, by dismissal, we mean throwing out of service without showing any leniency. This involves a procedure whereby misconduct of the concerned employee shall be proved without any ground to believe that there might have existed even a single doubt.
On the other hand, if you have been entrusted with the duty of termination of employees as part of company policy, you have to follow the respective rules framed in the Standing Orders of your company and the Industrial Disputes Act. If the target is on a particular employee as part of punishment for misconduct, follow the Standing Orders and initiate an inquiry into the matter before discharging his service. For ready reference, you can use the PPT available on my blog. Try this link. <link outdated-removed>
Regards, Madhu.T.K
From India, Kannur
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On the other hand, if you have been entrusted with the duty of termination of employees as part of company policy, you have to follow the respective rules framed in the Standing Orders of your company and the Industrial Disputes Act. If the target is on a particular employee as part of punishment for misconduct, follow the Standing Orders and initiate an inquiry into the matter before discharging his service. For ready reference, you can use the PPT available on my blog. Try this link. <link outdated-removed>
Regards, Madhu.T.K
From India, Kannur
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Hi all,
Thank you very much for the replies. I have been asked to frame a policy, and some of the guidelines include fact-finding, counseling, possibilities of transfer, recommendations, and termination of senior-level and middle-level employees by the chairman. I am waiting for your replies.
Thanks and Regards,
Siva Sui
From India, Hyderabad
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Thank you very much for the replies. I have been asked to frame a policy, and some of the guidelines include fact-finding, counseling, possibilities of transfer, recommendations, and termination of senior-level and middle-level employees by the chairman. I am waiting for your replies.
Thanks and Regards,
Siva Sui
From India, Hyderabad
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