We have an employee whose performance is not good at all. He is very rude with clients, and it seems to be affecting the business. As a result, management has decided to terminate his employment immediately without any prior warning.
My question is, can we terminate his employment without issuing a warning letter and without paying anything, or do we need to pay one month's salary before terminating his employment? Please suggest.
From India, Hyderabad
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My question is, can we terminate his employment without issuing a warning letter and without paying anything, or do we need to pay one month's salary before terminating his employment? Please suggest.
From India, Hyderabad
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What is his status of employment - a probationer or a confirmed employee? In case of his being a probationer, you can simply discharge him without assigning any specific reason if so provided for in the contract of employment. If he is a confirmed employee, you cannot dispense with his services as simply as you mentioned. You have to take formal disciplinary action against him on specific charges, conduct a domestic enquiry, and only after following all these steps can you terminate his services.
From India, Salem
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6108From India, Salem
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He is a senior resource guy. We did not mention any probation at the time of joining. The reporting manager has given feedback multiple times about his performance, but the employee still repeats the same behavior with clients.
From India, Hyderabad
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From India, Hyderabad
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Better talk to him and explain his professional weakness in dealing with clients. Being a senior resource, suggest a job rotation, which is inevitable, where job responsibility would be tougher. Suggest to him that he would be reporting to a younger generation manager. Most likely, he will opt for resignation.
From India, Madras
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From India, Madras
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Hi,
Please document the verbal warnings and file the same in his personal file. In case of no improvement, start issuing warning letters asking him to realign his working style and further proceed with termination. Ensure you follow the disciplinary process. The other possibility is that in case of multiple warnings, he himself might submit resignation.
From India, Madras
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Please document the verbal warnings and file the same in his personal file. In case of no improvement, start issuing warning letters asking him to realign his working style and further proceed with termination. Ensure you follow the disciplinary process. The other possibility is that in case of multiple warnings, he himself might submit resignation.
From India, Madras
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Employee reference policy.doc
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Termination Policy _Appointment Letter.jpg