Termination Policy

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9. TERMINATION AND DISCIPLINARY ACTION POLICY
9.1. Introduction
Charis India Care Foundation (CICF) considers its staff not only an asset but an integral part of the functioning and carrying out of activities of the organization. Without active and positive contribution of the employee’s it will not be possible to achieve the desired objectives. It is important for us to nurture our employees, look after their needs and help them perform their duties effectively. This policy on termination is designed keeping in mind this concept and making every possible effort to retain the employee’s on long term basis. CICF recognizes that supervisors and employees should mutually strive to maintain good working relationships. Ordinarily, it is advised …show more content…

However, this policy does not apply to short term or temporary staff.
Meaning of termination
Termination from employment will be used with utmost care and caution. Termination is regarded as an undesired measure having a potentially adverse impact on the effectiveness of human resources and will be used only in exceptional circumstances when all other options, alternatives and possibilities have been exhausted. Fairness & integrity, two of the values will be the guiding principles for the termination policy and any procedures or practices derived from it.
Terminations generally relate to incompetence; negligence; inefficient performance of duties; violation of rules and regulations including those related to health and safety; violation of personnel policies; failure to follow reasonable direction given by the supervisor or director; insubordination; misuse of funds or property; a pattern of absenteeism or tardiness, or other similar cause. 9.4. The termination policy
9.4.1. All terminations will be in writing and shall include the necessary details and the date of the last working …show more content…

Stage 3: a suspension may be imposed when an employee fails to perform the acceptable standards following a warning or other departmental disciplinary action. Which may or may not be followed by termination, depending up on the discretion of the management.

9.10. Defining terms:
9.10.1. Warning: a warning shall be either written or oral and shall be given in cases in which a problem occurs that warrants corrective action. The matter shall be considered a departmental matter & the record shall stay with the department.
9.10.2. Written reprimand: a written reprimand is a formal statement that becomes a part of the employee’s personnel files. These problems are of a more serious nature.
9.10.3. Suspension: a suspension is a disciplinary action whereby the Suspension may also be imposed if there is a need to remove the employee from the workplace while an investigation is being carried on, or to protect the health, safety, or welfare of others. Suspension may be with or without pay.
9.10.4. Refer to ‘Annexure V’ for the diagrammatic representation of the disciplinary action process.
9.10.5. Refer to ‘Annexure VI’ for the authority for

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