What is the Industry you are in, how many employees are employed, age profile, how long you Company exists, and turn over details are fundamentally required to give any advice on this subject. In strict sense lay off is a temporary suspension from employment and what you actually mean may be permanent hand shake. Reducing man power is a different subject and sending out people based on performance is a different subject.

From India, Chennai

How to proceed for slow layoff...removing employees on poor performance is now yours idea
But there are judgements and directions for removals
Last man first to go..means Recently joined who has lesser service has to go first in the removals list. Older service employees to be retained in the order of priority.
But everything should be in serving a notice briefing the facts of company.
Unless poorperformance won't be totally carried out your wish.
None can deny your company's financial status and going for retrenchment.
Pls obtain permission from labour department for legalusing your company's layoff.
One more thing there is a saying...want to kill a dog..
Call it a mad dog..
Never follow such old crude methods.
Universally legally accepted procedure is
Obtaining permissions from labour dept for layoff
Last man first go procedure. OK all the best Swethaji

From India, Nellore

ID act central Rules 1957 Rule no.77 seniority list to be prepared before removal. LAST COME FIRST GO. IS THE PRINCIPLE OF retrenchment. ALL LAYOFF S WILL BE PACIFIED THROUGH RETRENCHMENT ONLY.
From India, Nellore

Saddar workshop employees vs Employer(1980)11LLJ 124(SC)CASE
From India, Nellore

Dear Shweta,
Please refer to the appointment letters, issued to each employee on their joining in your organization, if there is a clause stating any notice period for termination, you may blindly go head with it, alternative is you may depend on Standing Orders, if applicable to your establishment, employees whom you would like to relieve from your company.
Please follow any one of the above option, to rationalize excess / under performers smoothly. No doubt that, at the time of rationalization of manpower there would be a panic across all employees, however being HR, you should arrange motivation trainings, sufficient time line to be given, than you can execution the process, this will give a good result.
Over and above option, most of our colleagues in this forum shared few inputs about retrenchment and lay of process, this process is cumbersome, delay in results.

From India, Telangana

It is itself an alarm and is always a very difficult situation to handle for both employer and employees. And, the dismissal of Employees on the grounds of Non-Performance is never an easy one to take but you must follow the terms of employment /appointment letter agreed by both parties while proceedings.
Many seniors have provided you with the best solution and suggestions for your concern above, and you also have to follow the directions given by your management, so you may first consider the employment conditions and later can speak to management for the best possible options asap.

From India, Gurgaon

Layoff is clear management of profit and loss of any company. To be inside the budget and cut expenses and overheads this is done. But most of major corporate's do plan this. (Not pink slip move, other than that). You can add some benefit associated to their compensation and ask employees who would like to relocate themselves, or re-shuffle through internal job posting. In an event nothing clicks out you always have the choice to choose whom you wish to keep on rolls. By sufficient prior notice not only helps but saves one who has worked for you and their families. Thanks.
From India
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