Hi,
I came across an incident where an employee was hired on the 3rd of the month and joined on the 4th of May, but was fired on the 27th of May due to non-performance. The employee was asked to leave the company through the consultant who referred him.
Kindly advise on what can be done in this case.
From India, Mumbai
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I came across an incident where an employee was hired on the 3rd of the month and joined on the 4th of May, but was fired on the 27th of May due to non-performance. The employee was asked to leave the company through the consultant who referred him.
Kindly advise on what can be done in this case.
From India, Mumbai
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Hi,
I came across an incident where an employee was hired on the 3rd of May and joined on the 4th of May, only to be fired on the 27th of May due to non-performance. The employee was asked to leave the company through a consultant.
Kindly guide on what can be done in this case.
From India, Mumbai
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I came across an incident where an employee was hired on the 3rd of May and joined on the 4th of May, only to be fired on the 27th of May due to non-performance. The employee was asked to leave the company through a consultant.
Kindly guide on what can be done in this case.
From India, Mumbai
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Dear friend,
Have you raised this query from the employer's side or the employee's side? In most cases, when a job candidate is selected, he/she is put on probation for a period of three or six months. During probation, employers reserve the right to terminate the services with just a day's notice. These conditions are usually mentioned in the appointment letter. Therefore, check the appointment letter of the terminated employee.
If the employee's services were terminated in just 24 days, then this is purely a recruitment failure. It clearly indicates that the company made a wrong hire. Nevertheless, it is a separate issue.
Thanks,
Dinesh Divekar
From India, Bangalore
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8036Have you raised this query from the employer's side or the employee's side? In most cases, when a job candidate is selected, he/she is put on probation for a period of three or six months. During probation, employers reserve the right to terminate the services with just a day's notice. These conditions are usually mentioned in the appointment letter. Therefore, check the appointment letter of the terminated employee.
If the employee's services were terminated in just 24 days, then this is purely a recruitment failure. It clearly indicates that the company made a wrong hire. Nevertheless, it is a separate issue.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Dinesh ji,
Though there is a clause in the appointment letter to fire an employee with no notice/one day notice, etc. during the probation period, I would say that if the company fires any employee before completion of the probation period on the grounds of non-performance (with or without notice), then such firing is not appropriate, and the same is unjust.
This is because when you take an employee on probation for three or six months, the employee joins you leaving his job in hand. During this probation period, you judge him, assess his performance, and see his suitability for employment with you, etc.
Without allowing him to complete his probationary period, how can you say that you have judged him and assessed him in all parameters? Is it fair? In a cricket match, you allow batsmen to complete the mandatory overs.
These are my views. It is purely an academic discussion. The HR fraternity should reflect on this. The fired employee will generally not go for litigation in such circumstances.
From India, Mumbai
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Though there is a clause in the appointment letter to fire an employee with no notice/one day notice, etc. during the probation period, I would say that if the company fires any employee before completion of the probation period on the grounds of non-performance (with or without notice), then such firing is not appropriate, and the same is unjust.
This is because when you take an employee on probation for three or six months, the employee joins you leaving his job in hand. During this probation period, you judge him, assess his performance, and see his suitability for employment with you, etc.
Without allowing him to complete his probationary period, how can you say that you have judged him and assessed him in all parameters? Is it fair? In a cricket match, you allow batsmen to complete the mandatory overs.
These are my views. It is purely an academic discussion. The HR fraternity should reflect on this. The fired employee will generally not go for litigation in such circumstances.
From India, Mumbai
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Employee Performance.pdf