Dear Seniors, I am working in an engineering company....employee strength is 55....i have completed 6 month.....tell me that what will be the criteria to terminate the employees......
From India, Mumbai
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From India, Mumbai
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Termination is a process in which you must be very strong in the reason for terminating an employee. You should have enough evidence of their wrong deeds so that even if they move to the Labor Court, they lose the case.
Standing Orders
However, your company should have standing orders. You should follow those standing orders while terminating an employee. Also, you should mention the clause under which you are terminating the employee in their termination letter.
Good Day!
Regards,
Abhijit Verma
From India, Calcutta
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Standing Orders
However, your company should have standing orders. You should follow those standing orders while terminating an employee. Also, you should mention the clause under which you are terminating the employee in their termination letter.
Good Day!
Regards,
Abhijit Verma
From India, Calcutta
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Due to this reason, my boss is asking for my resignation. However, I have only completed 6 months, and I want to complete one year. Please advise me on how to convince my boss. I have already apologized, but he remains unconvinced. I do not want to leave the job at this time.
From India, Mumbai
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From India, Mumbai
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Termination Criteria & Procedures
Regarding termination criteria and procedures, I can explain with an example from my country, Mozambique. Our labor law defines three kinds of work contracts: permanent, eventual, and short-term (3-6 months). I do not know what kind of work contract you have or have had for your employees. For termination, you can choose between two principal ways: negotiation with the employee or addressing their behavior during their tenure at the company. In conclusion, you should have strong reasons for termination and verify what your labor law states regarding this matter.
Kind Regards,
Dealer_mz
From Mozambique, Maputo
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Regarding termination criteria and procedures, I can explain with an example from my country, Mozambique. Our labor law defines three kinds of work contracts: permanent, eventual, and short-term (3-6 months). I do not know what kind of work contract you have or have had for your employees. For termination, you can choose between two principal ways: negotiation with the employee or addressing their behavior during their tenure at the company. In conclusion, you should have strong reasons for termination and verify what your labor law states regarding this matter.
Kind Regards,
Dealer_mz
From Mozambique, Maputo
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I understand that this might be your first job, so as someone with experience, let me offer a few suggestions from my perspective that may help you understand your current situation better. It's important for you to reflect on your job circumstances and make decisions that align with your best interests.
Feeling guilty about being let go without a clear reason is not uncommon in today's job market. There are plenty of opportunities out there that you can explore. However, from my point of view, the reason your employer asked you to leave might be more complex. An employer who shows compassion towards a sick employee is unlikely to dismiss another employee without a significant cause for dissatisfaction. There may have been other incidents during the six months leading up to your departure that contributed to this decision. It's essential for you to reflect on your performance and identify any areas where you may have fallen short. While you don't necessarily need to apologize to your employer right away, self-evaluation can help you prepare to address any concerns that may arise and improve your performance in your current and future roles.
Suggestions for Moving Forward
I recommend creating a list of your achievements and contributions to the company, no matter how small, to showcase your value to your employer. When discussing the situation with your boss, start by acknowledging their positive contributions to the team, as this can help set a positive tone for the conversation. It's also important to express your willingness to understand the reasons behind the decision, while also emphasizing your commitment to self-improvement.
If you are willing to give it another chance at your current workplace, go for it. Otherwise, consider this as an opportunity for growth and be open to new and potentially better opportunities that may come your way. In either case, stay positive and optimistic about the future.
Best of luck!
From India, Madras
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7Feeling guilty about being let go without a clear reason is not uncommon in today's job market. There are plenty of opportunities out there that you can explore. However, from my point of view, the reason your employer asked you to leave might be more complex. An employer who shows compassion towards a sick employee is unlikely to dismiss another employee without a significant cause for dissatisfaction. There may have been other incidents during the six months leading up to your departure that contributed to this decision. It's essential for you to reflect on your performance and identify any areas where you may have fallen short. While you don't necessarily need to apologize to your employer right away, self-evaluation can help you prepare to address any concerns that may arise and improve your performance in your current and future roles.
Suggestions for Moving Forward
I recommend creating a list of your achievements and contributions to the company, no matter how small, to showcase your value to your employer. When discussing the situation with your boss, start by acknowledging their positive contributions to the team, as this can help set a positive tone for the conversation. It's also important to express your willingness to understand the reasons behind the decision, while also emphasizing your commitment to self-improvement.
If you are willing to give it another chance at your current workplace, go for it. Otherwise, consider this as an opportunity for growth and be open to new and potentially better opportunities that may come your way. In either case, stay positive and optimistic about the future.
Best of luck!
From India, Madras
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company have many ways to terminate the employee, Most companies using attendence & bad Manner’s to terminate the employee.
From India, Madras
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From India, Madras
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I agree with H.M. Mohsin Pervaze's view. You may need to approach your boss directly and present all your positive points before conveying the original message. He will likely agree. If he doesn't, then it might be time to say goodbye to this company and look for better opportunities. All the best.
Regards,
Suchita
From India, Pune
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Regards,
Suchita
From India, Pune
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I recently joined the company just a month ago and asked my supervisor to approve my leave for a family wedding. However, they disagreed to grant me leave and instead handed me a termination letter without providing a specific reason, with immediate effect.
Compensation Inquiry
Shouldn't I receive a month's advance salary and be compensated for the days I have already worked?
Thank you.
From India, Delhi
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Compensation Inquiry
Shouldn't I receive a month's advance salary and be compensated for the days I have already worked?
Thank you.
From India, Delhi
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Due to this reason, my boss is asking for my resignation, but I have only completed 6 months. I want to complete 1 year. Please tell me how I can convince my boss. I have apologized, but he is not convinced. I don't want to leave the job now.
Advice on Probation and Resignation
Dear Minakshiji, it is clear that your HR concepts do not align with your company's policy or your boss's policy. You are on probation and do not have any rights to continue your services until receiving a confirmation letter. It would be better for you to respectfully leave the job and search for another one.
Regards,
Mangesh Wakodkar
Sr. Executive HR
From India, Pune
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Advice on Probation and Resignation
Dear Minakshiji, it is clear that your HR concepts do not align with your company's policy or your boss's policy. You are on probation and do not have any rights to continue your services until receiving a confirmation letter. It would be better for you to respectfully leave the job and search for another one.
Regards,
Mangesh Wakodkar
Sr. Executive HR
From India, Pune
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