Dear Mr. Deepakbnair, Appreciate your views. But it is always better to make out/send written communication with signature of authority, than e-mail communication. Thanks R K Nair
From India, Aizawl
This question may be out of context but I am an Entrepreneur with an office with 15 computers capacity,
I want to work in software and website development.
How can I get work orders and where should I seek?
Currently we're working in the local market with two employees. We want to get more projects and work with full capacity with 15 employees.
Thank you

From India
Adding to all the comments already given above , with respect to issuing of letter documenting objectively the criteria of non performance etc, you can also send it to his email ( both company id and person id) there is an option in outlook to notify, when the mail was delivered, open/ read also. The mail server will keep a log of all actions of recipient like forward,read,delete etc.
This will be additional proof of the interaction and will be faster

From India, Bangalore
Hi All HR Experts,
Please don't just answer to thread without reading the original question. The issue is relating an employee in Nigeria, Lagos. The work culture and labor laws differ so much.
To Chinni, You need to first check your contract with employee and take action. If the employee is a native (my double caution in dealing with them. Do with lot of care. You kow what I mean). Here is a link for your help.
Dismissal or Termination? Distinction under Nigerian Employment Law - - Proshare
Good Luck.

From Saudi Arabia, Riyadh
Hello Chinny,
Issuing warning letter for poor performance of an employee is not the right thing. If I would have in your place I would send a letter stating his poor performances with specific instances and evidence. If he denies accepting send to his postal address by speed post with AD.
The role of an HR is to understand and analyze the reason for his poor performance. The reason may be from the organization or from his personal side. The best thing is to talk with him in a friendly manner and know the reason and his response. Then you both could take corrective measure for the same. He should get fair chance to raise his performance.
Some time HR need to think and act out of the box also.

From India, Bhubaneswar
Asp er my view you can send him Register AD Post letter which mentioned everything and the steps what you r going to take and but obvious for what reasons. After that also if he will not reply then send another warning 02/03 letters and last letter should mention about final steps also.
Darshak Mehta

From India, Mumbai
Oh my friend...
It is crystal clear some top boss is backing him...
Come out in your thoughts of descipline and hr manager
read your own letter as a layman... And its someone's problem..and you suggest a good answer as above...

From India, Nellore

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