Dear Seniors,
I request you to send me the termination letter format as my manager said to send the termination letter for one of the employee in our company who is not punctual in his work and not listening for his seniors.
(means he had not done some work on period)
From India, Bangalore
I request you to send me the termination letter format as my manager said to send the termination letter for one of the employee in our company who is not punctual in his work and not listening for his seniors.
(means he had not done some work on period)
From India, Bangalore
2
Dear Gajanan Sir, i will check it and reply you soon... so u can send me format of termination later.
From India, Bangalore
From India, Bangalore
1. First would be a verbal warning and get it signed that he has been warned verbally, create a form for your record in future.
If he does not comply
2. Send him a letter of warning on his job performance.
Till date we have not seen any improvement in your work even after counselling you and giving you a verbal warning, we take this letter as a final reminder that the company would not hesitate to terminate you without notice if there is no improvement.
3. Letter of termination.
This would be the standard practice, always have record.
From Singapore, Singapore
If he does not comply
2. Send him a letter of warning on his job performance.
Till date we have not seen any improvement in your work even after counselling you and giving you a verbal warning, we take this letter as a final reminder that the company would not hesitate to terminate you without notice if there is no improvement.
3. Letter of termination.
This would be the standard practice, always have record.
From Singapore, Singapore
Dear Akabar,
i agreed with MR.PARAB, There are some stages as per concerned laws like Industrial dispute act, or any other similar law according to states amendments, so, immediate termination without giving opportunity in against the natural justice and bad in law.
first of all u v to serve him warning notice, strict warning notice and then show cause notice by which in reply employee in question could answer, if u found unsatisfactory explanation then u can proceed for chargesheet on the basis of evidence u had and domestic inquiry shall be conducted. on receiving findings of the inquiry officer then only an employee in question shall be punished or otherwise.
Regards,
KIRAN KALE
From India, Kolhapur
i agreed with MR.PARAB, There are some stages as per concerned laws like Industrial dispute act, or any other similar law according to states amendments, so, immediate termination without giving opportunity in against the natural justice and bad in law.
first of all u v to serve him warning notice, strict warning notice and then show cause notice by which in reply employee in question could answer, if u found unsatisfactory explanation then u can proceed for chargesheet on the basis of evidence u had and domestic inquiry shall be conducted. on receiving findings of the inquiry officer then only an employee in question shall be punished or otherwise.
Regards,
KIRAN KALE
From India, Kolhapur
Dear CBM
U v to deliver the same through register post acknowledgement due (RPAD) that u shall receive acknowledgement, one copy should be sent through simple post and one should be sent under postal certificate (UPC),
A copy of that notice should be pasted on notice board of the company,
and finally issue another notice for refusal because that is also misconduct in hard.
Regards,
KIRAN KALE
From India, Kolhapur
U v to deliver the same through register post acknowledgement due (RPAD) that u shall receive acknowledgement, one copy should be sent through simple post and one should be sent under postal certificate (UPC),
A copy of that notice should be pasted on notice board of the company,
and finally issue another notice for refusal because that is also misconduct in hard.
Regards,
KIRAN KALE
From India, Kolhapur
I agree with Kiran. You need to follow the steps so that the employer will not be in trouble in future.
From India, Mumbai
From India, Mumbai
as marked by my colleagues, follow principles of natural justice.
how long has the person been working with the company..
try to train him inhouse before deciding on letting go
this will set up a good precedent
next late coming,
speak with the person, he may be going in a bad phase.
habitual latecoming can lead to penal action.
From India, Delhi
how long has the person been working with the company..
try to train him inhouse before deciding on letting go
this will set up a good precedent
next late coming,
speak with the person, he may be going in a bad phase.
habitual latecoming can lead to penal action.
From India, Delhi
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