Please enable JavaScript.

Coggle requires JavaScript to display documents.

THE LAWS AND PRACTICE RELATING TO TERMINATION OF EMPLOYMENT - Coggle…

- - - - Dismissal
        The right of an employer to dismiss an employee without notice if the employee has been found guilty of a disciplinary offence after an inquiry.
        In these cases, the employee has lost his job but if he is dismissed he will also lose his notice period and annual leave balance payments.
- - - - Minor Misconduct
        An offence which is not serious enough to take serious disciplinary action besides counselling or warning, but if allowed to be repeated often, will become a major misconduct.
        
        Procedure For Minor Misconduct
        
        Supervisor/ manager notes act of misconduct by subordinate
        
        Supervisor/ manager checks the facts
        
        Supervisor/ manager has a formal discussion with the subordinate and listens to his explanation.
        
        Supervisor/ manager imposes penalty if employee has no adequate explanation.
      - Procedure For Major Misconduct
        
        HRD receives report that an employee may have committed a major misconduct
        
        An investigation is conducted to determine whether there is sufficient evidence of the misconduct
        
        If there is sufficient evidence, preparation is made for a DI
        
        A DI is held. A panel of inquiry will decide whether the employee is guilty or not guilty of the charges
        
        If the employee is found guilty, the employer will choose a suitable penalty.