service rule
Guest
(Querist) 02 December 2010
This query is : Resolved
whether or not the order of discontinuance of services of an employee must contain the reason for removal apart from the innocous and non stigmatic language of the order?
Guest
(Expert) 02 December 2010
KINDLY NOTE THAT AS PER THE CONDITIONS OF SERVICE MENTIONED IN JOB OFFER AND APPOINTMENT LETTER EITHER PARTY MAY TERMINATE THE JOB BY GIVING THE OTHER SIDE LEGAL NOTICE OF REQUIRED PERIOD AS PER CONDITIONS OF SERVICE.
IN GENERAL CHARGE SHOULD BE CLEARLY MENTIONED AND MISCONDUCT AS PER TERMS OF SERVICE SHOULD BE MENTIONED WITH CLEAR MENTION OF DATES ETC.
THE EMPLOYEE SHOULD BE GIVEN PROPER OPPORTUNITY OF HEARING AND ENQUIRY SHOULD BE CONDUCTED AND HEARING BE GIVEN AND THEN THE ON THE BASIS OF ENQUIRY REPORT FINAL DECISION BE CONVEYED TO THE EMPLOYEE.
EMPLOYEE IF NOT SATISFIED CAN CHALLENGE THE SAID ORDER TO THE APPELLATE AUTHORITY AND OR TO THE APPROPRIATE COURT AS PER DESIGNATION OF EMPLOYEE.
LABOUR COURT, INDUSTRIAL COURT . NATIONAL TRIBUNAL. HIGH COURT ,SUPREME COURT AS THE CASE MAY BE.GOOD LUCK.
Guest
(Querist) 02 December 2010
Thanks a lot, does it apply in case of a contractual employee also, who was employed for seven years continuously?
