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Firing employees
Hi all members. i am posting various perspectives related to firing employees. 1. basics of firing an employee. 2. guidelines for hiring and firing. 3. the proper route to firing an employee. 4. firing with dignity. starting with 1st basics of firing an employee. 2nd guidelines for firing
Do we need to give the reason when we are firing an employee?
Hello i wanted to know when the company is firing an employee do we need to give him/her the reason for firing along with a proof? we are paying three months salary to the employee as mentioned on the appointment letter. kindly let me know. thank you regards nagaveni
Payment upon termination of job
I have observed that many companies prefer that the employee resigns instead of the company firing the employee. is this due to differences in the way amounts payable to the employee get calculated? as i understand the basic legal requirement for the employer is to pay all outstanding salary and gratuity dues when an employment ends. how does it matter if the employee resigns or the employer terminates? regards uttam.
My company giving me termination letter what i have to do to save me
Hello friends i am working as a pension supervisor and 9 workers work under me. what happen today my senior calls me and tell me that your one candidate is not illegible for job we fired him but in the time when we have work load he is working 2 month for us. when i tell to senior that why are u firing him they say we are senior and blah blah so i talk with rude behavior and they tell me that we are type your termination letter. now what i have to do to save my job.
Firing of an employee
Hi everybody firing of an employee when i say the employee could be an ordinary worker a staff a middle management staff or even a senior management staff. though being in hr our views assessment may differ from that of the management we are made to execute the management s decision of firing an employee. well friends what do you say on this hiring and firing? do you think this will serve the purpose? don t you feel let down when you or through you an employee is fired? don t you think you had invested your time and energy in going through his credentials speaking to him probing him through your questions tried to find out his credentials through your own known channels and contacts and after sometime that person is believed to have become a burden to the organisation and he is fired through you because you are an hr person i think this is there in any organisation please correct me friends if i am wrong being an hr professional is this what we are supposed to do? can we not change this?? i want you all to put on your thinking caps comeout with your views suggestions and comments. i want this to be an useful discussion. srinaren
Overtime
Hi i would like to know whether the overtime done by a contractual employee can be converted into a days work. for eg: in our organisation if an employee has done 9 hrs of overtime we adjust 8.5 hrs as a days work against the day for which he has remained absence and pay .5hrs of overtime. ie. we convert the day when he was absent as the day he has worked by adjusting his 8.5 hrs of overtime inclusive of lunch.we pay double for remaining hour of overtime done. another thing i would like to know is that when an employee is doing the overtime after his regular duty hours ie.8.5 hrs is it legal to deduct his lunch time from the overtime. for eg: an employee has done his regular duty of 8.5 hrs .5 hrs inclusive of lunch in his regular shift and after that if he is performing an overtime of 9 hrs is it legal to pay overtime for 8.5 hrs only considering that he has taken .5 hrs for lunch during overtime also. regards vidya