We have decided to dismiss an aged employee (55+) who works in our company because aged are more prone to COVID 19 infection and there is not much work to do. Please guide me and how to give a dismissal letter format.
From India, Namakkal
From India, Namakkal
Dear Manoharan,
Are you from HR? If yes then I request you to use the right terminology. In fact, whether from HR or otherwise, always we should check the meaning of the words before using them.
The dictionary meaning of the word "dismiss" is "terminate the employment of; discharge from an office or position". The dismissal has a negative connotation and the dismissal happens on the grounds of indiscipline. In your case, the employee is required to be removed on the grounds of his safety. Therefore, it is not dismissal per se.
Call the employee to your office and explain to him the current situation. Explain to him that attending to the office every day is a risk to his health and it in his interest to stop coming for the work. Ask for his resignation.
The separation from the employment is on normal administrative grounds therefore, he is eligible to get all his dues like leave encashment, gratuity, notice period pay etc.
Lastly, a word of caution from the organisation's culture too. If you remove the aged employee without due benefits, it will send a wrong signal to all other employees. As such his separation could give him sympathies. Amidst this, if you do not give him his dues then it will lower your companies image in the eyes of other employees. You should never allow this to happen.
Thanks,
Dinesh Divekar
From India, Bangalore
7855Are you from HR? If yes then I request you to use the right terminology. In fact, whether from HR or otherwise, always we should check the meaning of the words before using them.
The dictionary meaning of the word "dismiss" is "terminate the employment of; discharge from an office or position". The dismissal has a negative connotation and the dismissal happens on the grounds of indiscipline. In your case, the employee is required to be removed on the grounds of his safety. Therefore, it is not dismissal per se.
Call the employee to your office and explain to him the current situation. Explain to him that attending to the office every day is a risk to his health and it in his interest to stop coming for the work. Ask for his resignation.
The separation from the employment is on normal administrative grounds therefore, he is eligible to get all his dues like leave encashment, gratuity, notice period pay etc.
Lastly, a word of caution from the organisation's culture too. If you remove the aged employee without due benefits, it will send a wrong signal to all other employees. As such his separation could give him sympathies. Amidst this, if you do not give him his dues then it will lower your companies image in the eyes of other employees. You should never allow this to happen.
Thanks,
Dinesh Divekar
From India, Bangalore
So well explained Dinesh Divekarji. Appreciate it sir.
My only request would be that in this difficult times care for your employees.
Provide them their benefits in time as applicable, ensure they are relieved off their duties with happiness and smile.
From India, Vadodara
My only request would be that in this difficult times care for your employees.
Provide them their benefits in time as applicable, ensure they are relieved off their duties with happiness and smile.
From India, Vadodara
I refer to your post. Instead of effecting 'dismissal' (as aptly answered by Mr.Divekar), why don't you choose the option of allowing him to go on leave, till pandamic covid-19 is over, instead of
abruptly terminating the services of the long served employee, and thus, allowing him to continue on the rolls of the company till he attains the age of superannuation?
From India, Aizawl
abruptly terminating the services of the long served employee, and thus, allowing him to continue on the rolls of the company till he attains the age of superannuation?
From India, Aizawl
Friends,
I think Mr.Dinesh's post explains well the mode of separation. May they can separate him on VRS/VSS, (resignation option may not entitle him certain compensation). Let me highlight other aspects as well.
The separation in whatsoever the circumstances & terminology is used results in
i) loss of regular income to incumbent,
ii) Post retirement means of living, personal health care,
iii) mental state.
I would also suggest that, first of all age at 55 is not too old to retire compulsorily even by Indian standards and at the same time sent on 'compulsory leave' per se also might involve leave pay.
The SOP in vogue, if strictly adhered to at his home, in intransit & morefully at work places should take of the risks of in the course of employment now a days. And the decision to retire him at this age on the pretext of risks of a pandemic may be convenient to the estt. but whilst also should find reasonable answers to the above points.
Probably the person would be willing to go if his post retirement arrangements are well taken care of atleast partially by means of measures like hassle free F&F settlement/compensation, regular pension, golden handshake, health scheme, compassionate employment to his wards etc.
From India, Bangalore
I think Mr.Dinesh's post explains well the mode of separation. May they can separate him on VRS/VSS, (resignation option may not entitle him certain compensation). Let me highlight other aspects as well.
The separation in whatsoever the circumstances & terminology is used results in
i) loss of regular income to incumbent,
ii) Post retirement means of living, personal health care,
iii) mental state.
I would also suggest that, first of all age at 55 is not too old to retire compulsorily even by Indian standards and at the same time sent on 'compulsory leave' per se also might involve leave pay.
The SOP in vogue, if strictly adhered to at his home, in intransit & morefully at work places should take of the risks of in the course of employment now a days. And the decision to retire him at this age on the pretext of risks of a pandemic may be convenient to the estt. but whilst also should find reasonable answers to the above points.
Probably the person would be willing to go if his post retirement arrangements are well taken care of atleast partially by means of measures like hassle free F&F settlement/compensation, regular pension, golden handshake, health scheme, compassionate employment to his wards etc.
From India, Bangalore
Dear colleague,
While sharing views f my learned colleagues, I wish to add as under:
1. You are looking at aged employee who perhaps at least is normal performer, like a dirt which can be thrown at any time.
2. This is highly insensitive, lop sided and harsh thinking on your part to do away with services of the aged in this manner under the garb of Corona protection.
There is no clinching medical evidence as yet to support that aged are more vulnerable to be infected than younger ones.
This apart, if heavens are going to fall if you do not seperate him , then think of decent options as are suggested by the learned colleagues, which will result in win- win situation for both the parties.
If you are in HR, it is pityable you support the action of the management .
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
While sharing views f my learned colleagues, I wish to add as under:
1. You are looking at aged employee who perhaps at least is normal performer, like a dirt which can be thrown at any time.
2. This is highly insensitive, lop sided and harsh thinking on your part to do away with services of the aged in this manner under the garb of Corona protection.
There is no clinching medical evidence as yet to support that aged are more vulnerable to be infected than younger ones.
This apart, if heavens are going to fall if you do not seperate him , then think of decent options as are suggested by the learned colleagues, which will result in win- win situation for both the parties.
If you are in HR, it is pityable you support the action of the management .
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Even a dismissed employee (except for some reasons) is eligible for gratuity .
From India, Thiruvananthapuram
From India, Thiruvananthapuram
Dear friends,
Separation of an 55 year employee on the name of COVID is totally poor HR practice. If employee is not performing then this excuse may be accepted. But he is a normal performer then it is totally injustice to employee.. As one of our friend suggested you may send him on leave or provide him work from home opportunity with certain lower salary.
Covid is not much concern to age, it is more related to immunity of the person .If he has better immunity system than any other colleagues then what to do.
Advise management to think other opportunities.
Regards
Sunil
.
From India, New Delhi
Separation of an 55 year employee on the name of COVID is totally poor HR practice. If employee is not performing then this excuse may be accepted. But he is a normal performer then it is totally injustice to employee.. As one of our friend suggested you may send him on leave or provide him work from home opportunity with certain lower salary.
Covid is not much concern to age, it is more related to immunity of the person .If he has better immunity system than any other colleagues then what to do.
Advise management to think other opportunities.
Regards
Sunil
.
From India, New Delhi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Pf name & dob change letter format.doc