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Termination of employment

  • The services of a permanent employee may be terminated by giving him one months notice in writing or paying equivalent salary in lieu of notice and compensation in accordance with law. The services of an employee can be terminated on the grounds of “services no longer required in the interest of the Establishment”, without assigning any reasons.
  • A permanent employee may resign from the service of the Establishment by giving advance notice as per the norms of his / her band. The Management may refuse to accept the
    resignation of an employee during the pendency of any departmental proceedings. If an employee gives notice of his intention to resign, the Management may accept the resignation, and release him at once or at any time before the date of expiry of the notice period in which case he will be paid only for the period he actually works.
  • No notice is necessary in the case of termination of the services of temporary or probationary or casual employee or in the case of trainees or part time employee or on contract employee and their services may be terminated at any time subject to provisions of law applicable in those cases.
  • The service of an employee of the establishment if found guilty of any acts of misconduct may be terminated by the Management in accordance with the provisions of this company policy / service rules.
  • Retrenchment of any employee shall be done as per the provisions of the Industrial Disputes Act, 1947.
  • An employee of the establishment may be discharged from service on the grounds of mental or physical unfitness when so certified by the component authority.