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Message: <blockquote data-quote="wqe123" data-source="post: 29584261" data-attributes="member: 545828">agree to your advice 100% as it is the practical scenario. But agreement cannot supersede some of the basic rules according to company labour law. you can put anything to agreement, but some points are not valid. Eg. Notice period for resignation allowed, but termination of employment cannot do. (you can terminate with valid reason according to law)   of cause you can give 3 warning letters and fire. but if employee can prove he is innocent and company is trying to unfair dismissal , then end up with paying compensation and penalty. finding 3 weak points of employee is easy for some jobs, but some difficult. then company has to make him to give his resignation. this is the reason some company HR managers are requesting to give resignation and go even employee has done serious mis conducts. bcoz it is easy to get resignation and clear employee file than hadling termination...!!!Eg. before covid period compensation was 1.2mn max (before law passed for ammendment )Eg.  if a labour case started before that (lets say 2019) and end end up 2024 and labour won the case, compensation will be 2.4Mn + 36-60months his salary or agreed amount at labour case. so regardles of time value of money it is WISE to company to pay him compensation and fire him. then damages to company is minimum than egostic action by managment. in addition to that company will have large lawyer firm fee above example total other cost (additional to compensation) will be more than regular worker salary for 24 months even. sometimes it will be more than manager 12 month salary</blockquote>

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