Warning: preg_replace(): Empty regular expression in [path]/showthread.php on line 2381

Warning: preg_replace(): Empty regular expression in [path]/showthread.php on line 2381

Warning: preg_replace(): Empty regular expression in [path]/showthread.php on line 2381
Penalty As Per India Labour Law - CiteHR

No Tags Found!

SH

Shai89308

Executive Hr

AS

Ammu Shanvi

Human Resource

GS

G SHASHI KRISHNA

Senior Manager - Hr

AH

Aizant HR

Human Resources

MA

MARSHAL

Safety Officer

AK

Anish Katoch

Hr Executive

PR

PranjalR

Hr Recruiter

AP

Alka Pal

Hr Executive

Karthikeyan8195

Management Consultant

MK

Mohit Kumar Puri

Head Marketing

AU

Austex

Accounts Manager


karnanand
2

Hi Seniors, This side Anand Working in a Manufacturing Organization, here in my Organization Management fire the senior employee (As per designation) within 3 months of his joining and also like to put 50K penalty on his full & Final settlement. So Is it possible, that management fire the employee & also deduct 50K amount as a penalty from his full & Final salary, I am confused, according to me only one penalty may be imposed, either termination or penalty (Salary deduction), Pl. guide me as per labour law. Thanks
From India, New Delhi
riteshmaity
243

An employee can be terminated from his service for any misconduct committed by him, provided that such misconduct is proved beyond doubt by way of conducting a domestic enquiry by appointing an impartial outsider giving full opportunity to the employee to defend his case in observances of principle of natural justice. Otherwise, the termination itself becomes bad in law.
If there is any misappropriation of fund or damage of any property or any such misconduct which lead to financial loss and such misconduct was again proved through domestic enquiry, then in that case the employer can adjust the amount of loss from full and final settlement.
Without studying the entire case history in details, it is really very difficult to give opinion.

From India, Kolkata
bijay_majumdar
357

Normally an inquiry into the matter is called.Employee is given chance to be heard.The complete investigation of the case with all the documentation and proof needs to be collected.Management should ensure that all the activities/ proceedings be done with in the frame work of Policies and Legal Bindings.The Fact of the matter here is not Punishing and penalty.The whole process should be acceptable to the parties so that neither employee not employer should face problems later. Generally a Committee is set up for such matters to resole the matters internally which includes members from Union, employees, Management etc.
How ever unless the case is Known thoroughly, it is difficult to give any opinion.

From India, Vadodara
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.




About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.