Fired Employee Because Of Bad Attitude - CiteHR
Dinesh Divekar
Business Mentor, Consultant And Trainer
Adoni Suguresh
Sr.executive (per & Adm)
Pvenu1953@gmail.com
Retired Government Servant/advocate
Rameshbg_1955@yahoo.com
Retired Chief - Ir
Nathrao
Insolvency N Gst Professional
Riteshmaity
Labour Law Advocate
Aditi Jain, Delhi
Recruitment, Performance Appraisal, Training,
+2 Others

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Hi
This is rahul yadav..as hr executive one of mine employee has got bad attitude.
and i am looking forward to dismiss him so many times warned but no impact on him
what should i do ?
i want to shoot him an email regarding the same. so can anyone help me out with the email?
please..
regards,
rahul
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Does this employee work under you directly?
What is this "bad attitude" you are talking about?
How does this manifest itself during work?
You just cannot dismiss any employee-there is a procedure of counselling,warning,giving time for improvement etc.
Hire and fire is not the in thing and can lead to legal repercussions,in addition to leaving a bad taste in the minds of other employees.
Anyway do not get into the mindset-my employee.
Other employees are company employees.
I second Nathrao. It is not good to hire and fire employees just like that. To be honest- "attitude", we often, tag as "good" or "bad" based on one's behaviour towards us. May be in general it won't be bad at all. It could just be straight, plain behaviour which is perceived as bad.
Can you share the "bad" attitude instances you had with this employee. Has anyone else complained you about it? Have you tried counselling or chatting before you have warned him many times?? have you tried to sort it out amiably before resorting to warnings? Has his attitude changed lately or has it been the same since beginning of his employment?
There are so many possibilities which needs to be addressed before concluding that he has "bad" attitude...leave alone firing.
Good luck!
yes i agree it is diffucult and not proper too, to fire a employee kindly talk to him or maybe few warning in written may work out.
Dear Mr.Rahul,

Your approach to this forum itself is not proper or directly I can say that your attitudes itself is not proper as a HR executive You are asking the questions and at the same time you are giving answers. or solutions also. Whether you are testing the knowledge of the members with your decision. First you put your query and request the members for solutions. No necessary to adhere with the advise of members. Final decision is yours.

Secondly, how you have come to the conclusion of bad attitudes and in what manner whether in behavior working nature, insubordination or disobedience, refusal of any order of a lawful superiors or any act subversive of discipline. These are the facts to come to the conclusion to charge any body as bad attitudes.

As as HR executive, please use always polite and legal way in the interest of your own but also in the interest of the organization. Law is not one side but it has both side and cannot dictate on any body without allowing him to defend himself.

Adoni Suguresh

Labour Laws Consultant
Hi Rahul, you can issue the employee a warning letter duly signed by the HR head or unit head. Even if the employee continues to misbehave you should form a cross functional team and schedule a formal session wherein the case shall be discussed and decision can be taken - either issue another letter or terminate.
You should try to follow a legal procedure in consent with management while handling such cases as it may cause a union issue.
Dear Mr. Adoni,
It gave me an immense pleasure hear this from you and literary taught me a lot as your words say how important to think or analysis before jumping directly to conclusion. its really made influence on me , opened my eyes.
Thank you so much.
best regards,
Rahul yadav
Dear Rahul,
This is addition to what other learned members have said. If the attitude of the employee is that bad then why it was not detected right at interview stage itself? The incident well illustrates importance of recruitment in general and maturity of the interviewer in particular.
When the employee joined your organisation? Who were involved in his selection?
In which department he works? What about HOD of the employee? Has he given feedback to the employee in private?
Thanks,
Dinesh Divekar
After reading all the seniors responses, I would just bring out an important truth onto the floor.
"No one is a Judge on his own assumptions and The Principle of Natural Justice is always order of the day"
Hope this makes sense!
What are the bad attitudes and how they are bad? The matter need not and should not judged in the larger context of the interest of the company and the societal values.

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