Does the termination order state the reason?
Has the employee minuted the reason in writing under proper acknowledgment and stated that he has not submitted false claim............................and asked to withdraw the termination order?
Has the company paid the travel claim?
Is the employee confirmed or permanent?
It is suggested that employee should consult an able Labor Law Consultant/Service matters lawyer with copies of starting from job advt, job application, interview call letter, selection letter, offer letter, appointment letter, Travel Claim,Travel policy,HR policy, Service Rules and regulations, termination order,any other communication, all communications exchanged till date, ...................... and understand the merits and options and remedies before you proceed further and start writing to your company.................
The reply to the termination order should preferably be issued thru your able lawyer.
The establishment and employee (both) might be covered by Bombay Shops and Commercial Establishments Act,
https://mahakamgar.gov.in/MahLabour/images/pdf/the-bombay-shops-establishments-act-1948.pdf
and standing orders ( as per Bombay Shops and Commercial Establishments Act;Sec 38-B:::: if no. of employees is 50 or more standing orders shall apply and if the standing orders are not certified ; Model Standing Orders shall apply
https://pblabour.gov.in/pdf/acts_rules/industrial_employment_standing_orders_rules.pdf
and you may go thru Sec13-18)......
Your lawyer may opine that employee can approach Inspector appointed under : Bombay Shops and Commercial Establishments Act, o/o Labor Commissioner, Civil Court……
The employee can also pursue thru :Employee’s /Trade Unions, Grievance Redressal Commiitee, Works Committee…………………
Maharashtra has other Acts e.g. MRTU,PULP and the Labor Commisionerate has introduced: PAMS; Personal advisory & managerial Servicate before Concilliation…..
