Section 20 in U.P. Co-operative Sugar Mills and Distilleries Employees Service Regulations, 2015
20. Termination of Employment.
(1)An employee shall not leave his services during the period of agreement in the bond executed by him. In cases where the agreement period has been completed or where the agreement has not been executed in the bond, the employee has to give-one month notice in writing for leaving or stopping his service. Notice shall be given to the Appointing Authority. If the employee fails to give notice, he shall be liable to pay the amount equal to his one month pay to compensate the period of notice. But the Appointing Authority may exempt any employee from the payment of the said compensation.(2)(a)The appointing Authority may terminate the services of permanent employee with one month notice and the services of seasonal employee with 15 days notice or after making payment in lieu thereof.(b)The services of a temporary/daily wage earner employee may be determined at any time.(3)The service of an employee shall not be determined, if it is certified by the Chief Medical Officer that the concerned employee is permanently suffering from debility or disability.(4)(a)If disciplinary proceedings is pending against an employee then he can neither leave his services, nor stop his services. without approval of appointing Authority in writing, and a notice or resignation letter submitted by an employee shall not be effective, till it is accepted by Appointing Authority.(b)For the purpose of this regulation, the disciplinary proceedings shall be treated pending against an employee, if that employee has been placed under suspension under regulation 53(3) or show cause notice has been issued to him, as to why not disciplinary proceedings be instituted against him or a charge sheet issued against him and be treated pending till the Appointing Authority passes final order.Explanation 1. - The word "month" used in this regulation shall be calculated according to English calendar and it commences next day from that day, on which the notice was given by the employee or Appointing Authority, as the case may be.Explanation 2. - Under sub-regulation (1), the notice issued by the employee be treated effective, when he is on duty during the period of notice and he is not entitled to deduct his un-availed earned leave from the period of the notice.(5)The Appointing Authority is at liberty to release that employee, who tenders his resignation without any notice or served notice of less period.
