Dear Sir,
If we want to terminate the person at the spot due to the reason that he has not replied to superior of the Company in a respectful manner, what we have to do and procedure for the same.
the termination is w r t appointment letter i.e., giving one month salary with full and final settlement
From India
1If we want to terminate the person at the spot due to the reason that he has not replied to superior of the Company in a respectful manner, what we have to do and procedure for the same.
the termination is w r t appointment letter i.e., giving one month salary with full and final settlement
From India
Let us know the circumstance in which such even took place. The probable reason of taking this step?
From India, Jaipur
From India, Jaipur
What is the level of the employee?
Is there an union in your organization?
Is there a risk of race, caste, religion, sex, language discrimination while pushing the employee out?
What is the level of the superior?
What was the topic of discussion?
Is the history of the employee suggestes similar behaviour?
Why urgency?
What if the employee continues to work for the organization?
Is there a clause in the order or appointment letter pertaining to removal of service with lesser notice?
Is the employee not interested to work for your organization?
Is the employment by nature, is stressful?
Was an enquiry been conducted? If so, what are the findings?
without answering these questions, throwing an employee could be difficult for an HR Personnel.
However, if you feel, employee should be out, and if you are small organization without union or labour problems, and if you are not a manufacturing unit, you can very well give one month salary to relieve him. This is highly riskier, if you do not answer few of the vital questions listed above. Personally, I do not subscribe the view of terminating an employee just because few smirkish activities been noticed.
As a good HR person, if your organization does not want to employ a person, talk to him and explain the issues behind the continuance of employment and take a resignation letter from him.
From India, Madras
Is there an union in your organization?
Is there a risk of race, caste, religion, sex, language discrimination while pushing the employee out?
What is the level of the superior?
What was the topic of discussion?
Is the history of the employee suggestes similar behaviour?
Why urgency?
What if the employee continues to work for the organization?
Is there a clause in the order or appointment letter pertaining to removal of service with lesser notice?
Is the employee not interested to work for your organization?
Is the employment by nature, is stressful?
Was an enquiry been conducted? If so, what are the findings?
without answering these questions, throwing an employee could be difficult for an HR Personnel.
However, if you feel, employee should be out, and if you are small organization without union or labour problems, and if you are not a manufacturing unit, you can very well give one month salary to relieve him. This is highly riskier, if you do not answer few of the vital questions listed above. Personally, I do not subscribe the view of terminating an employee just because few smirkish activities been noticed.
As a good HR person, if your organization does not want to employ a person, talk to him and explain the issues behind the continuance of employment and take a resignation letter from him.
From India, Madras
Dear,
I believe for this reason, one should not terminate the services unless this behaviour on the part of employee is repetitive in nature and given a enough opportunity to improve his/ her beahviour. Termination would be quick fix solution.
Try to make a root cause analysis and find out the underlying problem of such behaviour. Termination on such issue will damage climate of the company. Though discipline can be tought.
Mehul
From India, Ahmadabad
I believe for this reason, one should not terminate the services unless this behaviour on the part of employee is repetitive in nature and given a enough opportunity to improve his/ her beahviour. Termination would be quick fix solution.
Try to make a root cause analysis and find out the underlying problem of such behaviour. Termination on such issue will damage climate of the company. Though discipline can be tought.
Mehul
From India, Ahmadabad
Hi Everyone,
HAPPY NEW YEAR !
Yes, Mehul is right, First step should be counseling and find out the root cause, may be some times the employee is not aware or not exposed to basic ethics of the company, hence nothing wrong in finding out and cautioning either orally or by way of warning letter is also good enough.
If it is for the first and if found no improvement even after counseling then we can take the help of termination process or short & smart ways….
Rajesh:):icon12:
HAPPY NEW YEAR !
Yes, Mehul is right, First step should be counseling and find out the root cause, may be some times the employee is not aware or not exposed to basic ethics of the company, hence nothing wrong in finding out and cautioning either orally or by way of warning letter is also good enough.
If it is for the first and if found no improvement even after counseling then we can take the help of termination process or short & smart ways….
Rajesh:):icon12:
Friend u must keep in the mind that u can terminate employee without conducting enquiry, but there should be a very good reason such as riots or disorderly behavior or such misconduct where u r not able to conduct domestic enquiry. only in that condition u can terminate the employee.
Otherwise u must follow the principal of natural justice, issued him a charge sheet and asked his explanation and conduct domestic enquiry and get the enquiry report, if enquiry officer found charges are proved against employee issued him second show cause notice and then terminate him .
in case of riots or disorderly behavior u can forfit the gratuity of the employee
From India, Indore
Otherwise u must follow the principal of natural justice, issued him a charge sheet and asked his explanation and conduct domestic enquiry and get the enquiry report, if enquiry officer found charges are proved against employee issued him second show cause notice and then terminate him .
in case of riots or disorderly behavior u can forfit the gratuity of the employee
From India, Indore
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