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HR Policies



Termination Policy

Organizations believes in treating its employees fairly at all the grounds in accordance to the industry norms for making any judgment.

Termination means ending an employee’s services with the respective company on the basis of non performance / absconding / habitual late coming – absenteeism / disciplinary issues / fraudulent. It’s the last step to be executed for any of the aforementioned reasons.

Group solely is about people management & practices “For The People” – “By The People” concept. For any of the concern areas respective reporting manager and the head of the department would be responsible for channelizing the HR processes.

HR defines the degree’s for all the levels to be practised. Stated as below:

DISCIPLINARY TYPES AND DEGREES


                    





Areas
Degrees
WR
WW
FWW
DS
Non-performance
1
           1
           2
           3
           4
Absconding
1
           1
           2
           3
           4
Habitual Late Coming
2
           1
           -
           3
           4
Habitual Absences
2
           1
           -
           3
           4
Fraudulent
      3
           -
           -
           3
           4
Disciplinary Issues
      3
           -
           -
           3
           4

 HOD’s need to ensure that the following steps are being followed by the managers for the employee in question:-

  • Deciding a feedback session with the employee’s quarterly
  • Identifying the concern Area
  • Counseling of employee by manager in alliance with HR representative
  • Defining a timeline for improvement on the concern area
  • A conveyance based on the meeting to be sent on mail to employee by manager keeping in loop HR representative; HOD.
  • In case of no improvement first “Show Cause Notice” to be sent to employee prescribed with timeline for improvement. – To be filed in Personal File.
  • Mode of delivery would be on mail(with read receipt option activated)
  • In case of improvement, put a comment accordingly and close the case. – To be filed in Personal File.
  • In case of no improvement second ”Show Cause Notice” to be issued to employee prescribed with the last timeline for improvement.- To be filed in Personal File.
  • Mode of delivery would be on mail(with read receipt option activated)
  • In spite of defined reminders & no improvement then issue a final termination letter.
  •  Mode of delivery would be on mail (with read receipt option activated); Register AD; Courier. – Preserve the Register AD & Courier details.

 Important Points

  • Practice of policy as per the guidelines – Responsible Holder :- HOD + HR representative
  • All the communication with respect to the concern areas of an employee to be documented by respective reporting manager.
  • Familiarize the Reporting Managers / HODs with the different HR policies – Responsible Holder: - Head HR + HR representative. 
  • In all cases ‘procedural fairness’ guidelines will apply. This means the warning and dismissal process must allow the employee to offer their view of the events concerned. The employee must have every chance to defend himself/herself and has the right to appeal a decision made. If this process is not followed the dismissal may be overturned by an Industrial Relations authority.