Dear All, We have excess manpower in comparison to work. I have told an employee to resign and we will pay him a 1-month salary. But he is not ready to resign. He said "give me in written that you are terminating me". what should I do. he is working for 1 year and a confirmed employee.
From India, Delhi

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Dear Upasana,
Why would an employee resign just because you are asking him to?
You may be paying him 1 month's salary but that don't suffice.
What if he don't get job in the stipulated period. how is he to take care of his family?
Usually when the company retrenches, the company has obligations. They need to give considerable notice period, and need to pay some compensation. (I dont have much details on this. Seniors might perhaps help with details)
However, also understand that you may be in real trouble if you are terminating an employee for no fault on him.
There can be legal and ethical/moral complications.

From India, Mumbai
HI Upasana,
We do follow the same practice sometimes if manpower is more and we got less work from our clients, But we have a genuine reasons like non performance, Integrity issues and others....
Just want to know why are asking that person to resign instead of others. how can you justify his termination or resignation though he had 1 year of experience....

From India, Bangalore
Dear Roopa, He has less technical knowledge then others. That’s the only reason. Regards Upasana
From India, Delhi
Is he able to achieve the work target?
Is he able to perform the job he's expected to?
How is company suffering due to his lack of knowledge compared to others?
See basically you need sufficient evidence to claim that since he is not able to generate revenue and is a cost to company, you would like to terminate him.
Unless you have sufficient data for that, it would be difficult.

From India, Mumbai
I appreciate the genuine honesty and straight-forwardness involved here.
"I have told an employee to resign and we will pay him 1 month salary"
This is a perfect example of the "Hire and Fire" policy in the wake of globalization.
Unfortunately our country does not have any Unemployment dole or a Social Security System.
I would like to ask Upasana; what her reaction and feelings would be, and how she will deal with the situation herself; if her superiors asked her to do the same, " You resign and we will pay you 1 month salary".
In fact this trend is now becoming very routine and ubiquitous.
Warm regards.

From India, Delhi
Dear Upasana... Then why should your company retain him from past one year, if he has a less technical knowledge...??? He may ask you the same if you give above reason to him,,, Am I right??? Regards
From India, Bangalore
Dear All, The management has changed now and i was asked to do so. Regards Upasana
From India, Delhi
Hello Upasna,
Greetings of the day!
Employees earn bread and butter from employer and if you will try to snatch that they will be violent.
As mentioned you have excess manpower I would like to know this happened “root cause”:
Why employer hired excess manpower?
Don’t you have scope for shifting manpower to other department or units?
Do you provide out placement support for your employees?
You need to be very cautious while dealing with human as this will have impact to humans working with you and prospect employees also.
If you have excess manpower and no hope for business growth in near future then you may redundant your excess manpower but pay them compensation as applicable, provide physiology and out placement support.
Make this entire phase as easy as possible and deal with you retained employees carefully so that they have minimum negative impact. You should also have legal consultant for this.

From India, Bhubaneswar
Right sir,
Often while drafting rules, we forget how the person will react?
Perhaps we forget to put ourselves in their shoes and feel the pinch before we suggest someone else to walk a mile in that shoes...
It is quite a normal trend in many countries to hire and to fire... But they are well compensated...
I had an uncle employed at the USA where his employment tenure was revised weekly. Meaning every Fridays when he goes home, he's unsure if or not his access card will be allowed entry. He used to get payment of his work every Friday evening at the closure of the office hours.
However, he was not tensed perhaps because they have great policies in place to take care of such employees and know well how to tackle them post termination.
We do not have such policies. We just use things to our (management's) benefit.
They really say the truth - Half knowledge is dangerous....

From India, Mumbai

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