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P Neha
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I need to ask one of our employees to discontinue the job from tomorrow due to poor performance, he is in a probation period so our company is not giving any notice.
I need to give him a termination letter for this.
Please let me know the letter format.

From India, Bangalore
The format for terminating an employee on probation can be as under:-
Subject:Termination from Service
You were appointed in our organization initially on probation period for_________months as per terms of appointment letter dated___________issued to you. Please refer terms______ of your appointment letter, we are terminating your services with immediate effect.
Please find enclosed herewith a Cheque bearing no.__________dated__________issued on_________bank towards full & final settlement of your dues.
Please acknowledge the receipt

From India, Gurgaon
Dear Neha,
For any termination except termination in consequence of disciplinary action, at least a warning should be issued to employee. If you had taken this step then you may terminate him on immediate basis. However, i would suggest you to speak to the employee and say him to resign and leave on proper ground. Regards, Taru

From India, New Delhi
Dear Neha, Ask for the resignation instead of terminating him. Take termination as a last resort.
From India, Delhi
Please check the Appointment Letter Clause with regards to termination and probation, if your appointment letter states termination without notice during probation then go ahead and review the performance with reporting manager of that employee and can terminate accordingly.
From India, Ahmadabad
Yes , In the appointment letter it is mentioned that if the performance is found to be unsatisfactory; then services could be terminated, without notice and without assigning any reasons.
So I need letter format

From India, Bangalore
Hello Neha,

Like some members mentioned, suggest ask for his resignation rather than terminating him.

I do appreciate that the Appointment Letter contains a clause about termination--BUT that doesn't mean that a weapon HAS to be used just because one has it. Frankly, how many discretionary powers does HR in any company have--many, BUT are ALL in use without thought of the long-term consequences [both for the organization & the employees]?

This is where INTANGIBLE HR values come into play--that confirms the company's empathy [or the lack of it] towards it's employees. And, I think, this is what ought to differentiate an Organization from the regular governmental set-up--where rules are 'blindly' followed, just because they are there.

What does the organization want in this case? That this employee has to be taken off the rolls of the company with immediate effect--RIGHT? When you are able to do it with far lesser damage to the individual concerned, why choose a weapon that WOULD--NOT 'could'--have far reaching consequences for him [presuming there are ONLY performance-related issues]?



From India, Hyderabad
How long has this employee worked? What has bee his passed performance record? have you tried to establish what has led to this state?
If you have explored all the reasons for this and the employee is exhibiting this for the first time and you have done all the talking then issue a letter of showcause. let the employee give you an explanation first. You must be having some employment rules or labour laws that govern this action of laying off an employee. After exhausting the issue give the employee the option to resign.
All the best

From Kenya, Nairobi
Hi Neha,
Its pain to see that your organisation is terminating services of one of your employees on probation. If situation has come to such extent, it is better ask the employee to resign instead of terminating him. Termination is bad.

From India, Mumbai
I very much appreciate TS\'s approach Very diplomatic and matured way of analysing the issue and given conclusion.
From India, Madras

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