Query

In case he is terminated on disciplinary grounds, he is not entitled for the claim. However, in case you have asked him to voluntarily quit wihtout any disciplinary proceedings, then it would been better to get a full and final settlemt agreement.

In any case, it is better to avoid litigation and settle the case with the person.

A bad settlement is always better than a good judgment.:cool::cool:

Dear Sir,

 

Thank you so much for the prompt reply.

Sir, Please advice further on the following:

 

The management wanted to settle the issue harmoniously but he is again and again writing strong mails stating that the appointment letter states that he is entitled to all such claims. Second, that the management did not involve him in the investigation; hence, he is arguing that the management fabricated the matter. To add to the trouble of the management, it does not have written proof of the complaints against the manager and it cannot force the female employees to give complaints in writing.

Now, the management has decided to send him an LOT through mail giving refrence of the appointment letter.

 

Sir, its a mess. Please advice.

 

Regards,

Gunsha

In case you are not able to prove the charges against the Manager, then the termination is bad. Hence it is better to pay him according to the terms of the notice period. Because in case he challenges the termination order in a court, the chances of your succes in the case in bleak in the given circumstances. In any case do consult a local lawyer.

Dear Sir,

 

Thank you so much. You are a Great Help :) :)

 

Best Regards,

Gunsha