Dear All, Whether retrenchment of employees is applicable in completion of project or closer of establishment in India? Members please post your comments and advice.
From India, Bhubaneswar
134From India, Bhubaneswar
Dear, we have to give Full & Final of worker at the time of removing him from his job.It is mandatory and as per Industrial Dispute Act. Please find the attached file of full & final of worker
From India, Jamshedpur
From India, Jamshedpur
Dear NPMB, You didn’t get my post I believe. I was asking regarding applicability of Retrenchment.
From India, Bhubaneswar
From India, Bhubaneswar
Dear Sir, If the project had taken more than 240 days the at the time of completion then please ensure the provision of Section 25 F ID Act.
From India, Pune
From India, Pune
Depends upon the terms of offer cum appointment letter.
Yes, if recruited only for a particular project, BUT NOT, if recruited for the company without mention of termination clause on completion of a project.
On closure of establishment in India, timely intimation sufficiently in advance to the employees is a must about its intention to close the establishment and to ask them to make their alternative arrangements. Abrupt closure and retrenchment can cause a lot of problems for the company in the shape of several court cases.
Ethically, when intended to close the establishment, the company must make its best efforts to get their absorption appropriately as per their qualifications and experience in other organisations by using their good offices and liaison with other companies, so that over-age employees may not be left in a lurch.
However, if it is an industrial establishment, it must comply with the provisions of section 25F of the ID Act.
From India, Delhi
Yes, if recruited only for a particular project, BUT NOT, if recruited for the company without mention of termination clause on completion of a project.
On closure of establishment in India, timely intimation sufficiently in advance to the employees is a must about its intention to close the establishment and to ask them to make their alternative arrangements. Abrupt closure and retrenchment can cause a lot of problems for the company in the shape of several court cases.
Ethically, when intended to close the establishment, the company must make its best efforts to get their absorption appropriately as per their qualifications and experience in other organisations by using their good offices and liaison with other companies, so that over-age employees may not be left in a lurch.
However, if it is an industrial establishment, it must comply with the provisions of section 25F of the ID Act.
From India, Delhi
Dear Dhingra,
Thanks for your views. We hire employees for Project and their employment is till the completion of Project. But we are asked to pay Retrenchment benefits to our employees and our contractor’s employees.
Is it justified I want to know for my information and we have no issue to in paying compensation as they had worked for us.
From India, Bhubaneswar
Thanks for your views. We hire employees for Project and their employment is till the completion of Project. But we are asked to pay Retrenchment benefits to our employees and our contractor’s employees.
Is it justified I want to know for my information and we have no issue to in paying compensation as they had worked for us.
From India, Bhubaneswar
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