Recruitment/talent Acquisition, Career Counselling
Learning & Teaching Fellow (retired)
Corporate Training, Executive Coaching, Outbound
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
8th October 2012 From India, Gurgaon
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
8th October 2012 From India, New Delhi
8th October 2012 From India, Ahmadabad
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]?
8th October 2012 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
9th October 2012 From Kenya, Nairobi
9th October 2012 From India
You must becareful how u terminate an employee contract. I advise you let him/her knows about his performance. Also some people find it difficult to cope with a new place of work. In this case you can train him/her about the job he/ she is to perform. Terminating due to poor performance especially during probation is an old fashion HR method of operation.
It can be that the employee has a person problem. As an experience HR, you need to call him/ her for questioning and counselling. You can help the person overcome his/her problems and also continue to work as expected.
9th October 2012 From Sierra Leone
Dispensing with the services of a probationer without any notice from either side is a patent clause which should be avoided in the normal course. You have to have his performance assessed first , then point it out to the employee by allowing some time (not exceeding the time limit til the date he/she is supposed to be on probation), have the performance re-assessed and terminate the probation if the report continues to be unsatisfactory. Please try to convince your management to this effect as a part of fair management.
Terminating the employment tomorrow for unsatisfactory performance shall be miscontrued as whimsical.
9th October 2012 From India, Delhi
Warning is an option you must first exercise IF discussions do not work.
Termination is like pulling the trigger and killing someone. That's a last resort. Not the first option unless you HR guys are terrorists.
Moreover I feel that this termination decision is that of some manager / unit head and the poor fellow will lose his job in difficult times. Think again if it can be avoided. Demote him.
And if you have to terminate then someone has given you a format and in that you add the real truth about his termination. HR has to be honest. You should not side up with prejudice and come up with some cock and bull story about his performance being bad. It was the job of the failed manager who was his boss to help him out and show him the way.
Oakwood Training Ventures
9th October 2012 From India, Mumbai
Mr. Johri who commented before me is 100% correct. To that I add, please take a printout of all the comments without editing, and deleting, and put it before the management. I am sure they will think twice along with you.
Think about the damage this terminated employee will do when he is out. Do you think he will ever talk good? Never ever throw a person out of a job if you cannot generate employment in a country where the number of jobless people is in crores.
I gave job to young grads and I stick to that which is my faith, my second skin. To me that is religion. So I am dead against you and your company terminating someone on flimsy grounds. Errors can be rectified. Human being make errors, including your bosses. And this is one big error you all are making.
9th October 2012 From India, Mumbai
Most of the members have expressed sound reasons for not teminating the employee in the given situation. However, as I am not clear of the whole situation, as a non-HR person raise some questions.
When was the person appointed and in what capacity? Does the person have prior work experience? Was (s)he given any training and was the person's performance monitored on a regular basis by hes/his boss and given regular feedback as to how performance could be improved?
What is meant by poor performance? Is it not meeting the targets or not able to get along with people? Have you spoken to the employee to hear hes/his side of the story as to why the performance is poor?
I can keep on questioning in this vein, but I won't.
9th October 2012 From United Kingdom
As a true HR practioner, Neha should not even think of his problem solving by applying termination of whatever as a strategy to get rid of the poor employee. This will not speak well of HR and the company invoved.
Neha, if you want to go this way think of the talent you will let - go. You never can predict the future contribution of this employee in rescuing your company in time of hardship. Give this employee time to discover the easiest way of doing his job. Maybe, he has never done a kind of his present job with you before and as such he is finding it difficult to adjust. Try and allow emotional intelligence to be your guide in every decision of yours.
11th October 2012 From Ireland, Cork
12th October 2012 From India, Shahkot
A BC is to verify whether the employee worked in this company or not, including the duration, etc--which can be corroborated without any hassle.
When any query w.r.t. his performance [usually comes in a Reference Check than a BC], it's upto the employee to choose the References he is giving to the new company.
Hope that clarifies your query.
12th October 2012 From India, Hyderabad
We want to terminate one of our employees due to poor performance. He joined on 1-9-2014 on contract basis as deputy sales manager. Now his performance is too bad and the company do not want him to continue. Can we terminate him by sissuing a notice??
8th June 2015 From India, Kochi
I terminated one employee. According to his reporting manager, he was a non performer. I had several sessions with him, judged his performance every day. Been very polite and helpful to him. But I terminated him on the grounds that he was working for his previous company using our office resources.This was unethical and we were forced to ask him to leave.
The employee can face situations where he turns out to be non performer due to many reasons and that has to be treated very delicately but a strict action has to be taken in case of dishonesty and violating rules, and confidentiality
8th June 2019 From India, Noida