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If you require mere a template of termination letter, you can search in the top box (left top of your screen).
If you require a draft which may suit to your company, tell us information about company,
and describe - who, whom, what, when, why and how,(about the incident) thus this Forum members may get some picture of the incident.
From India, Aizawl
If you require a draft which may suit to your company, tell us information about company,
and describe - who, whom, what, when, why and how,(about the incident) thus this Forum members may get some picture of the incident.
From India, Aizawl
Dear Rohini,
You have asked for the letter but then how the members will know what happened, where happened, when happened, who were the direct parties and who were the secondary parties in the incident, what was the subject of the dispute and so on. Even if you get a letter from Google then will it not require customisation?
More importantly, before termination, it is important to conduct the domestic enquiry. Issue of the termination letter is the very last thing. Before that, you are expected to do so many things related to the enquiry.
If you conduct the domestic enquiry then a few larger issues could emerge like why the incident happened, was it due to the lack of interpersonal skills of the employee(s) involved? If yes, then the situation merits training the employees on interpersonal skills, customer handling skills etc.
Yes, customer satisfaction is important and affray with the customer damages the repute of the company. Therefore, to avoid the repetition of the incident, it is important to investigate the causes of the incident and take corrective measures. Otherwise, there is every possibility of repetition of the incident but with some other employee.
Downloading the letter from Google, issuing the termination letter after making necessary changes is easy but this is a perfunctory approach. Please note that the businesses do not grow with perfunctoriness.
Thanks,
Dinesh Divekar
From India, Bangalore
You have asked for the letter but then how the members will know what happened, where happened, when happened, who were the direct parties and who were the secondary parties in the incident, what was the subject of the dispute and so on. Even if you get a letter from Google then will it not require customisation?
More importantly, before termination, it is important to conduct the domestic enquiry. Issue of the termination letter is the very last thing. Before that, you are expected to do so many things related to the enquiry.
If you conduct the domestic enquiry then a few larger issues could emerge like why the incident happened, was it due to the lack of interpersonal skills of the employee(s) involved? If yes, then the situation merits training the employees on interpersonal skills, customer handling skills etc.
Yes, customer satisfaction is important and affray with the customer damages the repute of the company. Therefore, to avoid the repetition of the incident, it is important to investigate the causes of the incident and take corrective measures. Otherwise, there is every possibility of repetition of the incident but with some other employee.
Downloading the letter from Google, issuing the termination letter after making necessary changes is easy but this is a perfunctory approach. Please note that the businesses do not grow with perfunctoriness.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Mr. Radha krishnan,
In my Company Assistant manager sales had misbehave with our client we have proof of that on whatsapp chat and after that reporting manager HOD has informed in the HR dept to terminate him immediately because he misbehave with him also.
He have company assets also.
From India, Delhi
In my Company Assistant manager sales had misbehave with our client we have proof of that on whatsapp chat and after that reporting manager HOD has informed in the HR dept to terminate him immediately because he misbehave with him also.
He have company assets also.
From India, Delhi
In that case, you may issue a SCN (Show Cause Notice), seeking explanation from him; after receipt of explanation, Management may order for domestic enquiry, and follow principle of natural justice 'and after receipt of the Enquiry report, Management may decide suitably -. You may please advise him to return all company assets, (you can now itself de-activate the official sim card, if any given to him). After receipt of company assets, you can initiate processing of his F&F papers. If the punishment recommended is termination from service, please pay additional -- months salary (as per Notice period in his case) also.
From India, Aizawl
From India, Aizawl
Dear madam,
The employee at the level of Asst Manager has alleged to have misbehaved with the customer and also with his HOD.
He is not responding to your calls or messages.
Send him Regd show cause notice, stating all factual information about the incident of the miscoduct - date,time place and what exactly happened etc , consequences of his behaviour on company's business and morale of the other co employees. Give him seven days' time to explain why disciplinary action should not be taken.
Most likely he will not receive this letter and it may be returned unserved with postal remarks. In that case , issue him termination letter as under and send by Rgd post
" Your services are no longer required effective immediately. Therefore, same stand terminated effective from the date of this letter.
"You are required to return company's property such as------------
Your legal dues will be settled upon the receipt of the company's property and other clearances as company's procedure"
Hopefully, he being 'manageral' level employee, does not have protection under labour laws.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
The employee at the level of Asst Manager has alleged to have misbehaved with the customer and also with his HOD.
He is not responding to your calls or messages.
Send him Regd show cause notice, stating all factual information about the incident of the miscoduct - date,time place and what exactly happened etc , consequences of his behaviour on company's business and morale of the other co employees. Give him seven days' time to explain why disciplinary action should not be taken.
Most likely he will not receive this letter and it may be returned unserved with postal remarks. In that case , issue him termination letter as under and send by Rgd post
" Your services are no longer required effective immediately. Therefore, same stand terminated effective from the date of this letter.
"You are required to return company's property such as------------
Your legal dues will be settled upon the receipt of the company's property and other clearances as company's procedure"
Hopefully, he being 'manageral' level employee, does not have protection under labour laws.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Considering the facts which are explained by you, I strongly recommend for the action which was mentioned in my earlier post. Terminate him after completion of legal formalities.
Though he is in managerial cadre employee, as he has misbehaved with your reputed clients, he can be capable of misbehaving with your company management also
If you send a termination letter abruptly, and if he files a civil suit against company management challenging termination , this can cause some inconvenience to the management of company.
From India, Aizawl
Though he is in managerial cadre employee, as he has misbehaved with your reputed clients, he can be capable of misbehaving with your company management also
If you send a termination letter abruptly, and if he files a civil suit against company management challenging termination , this can cause some inconvenience to the management of company.
From India, Aizawl
#Listed In: City-India-Delhi termination of employment Country-India termination letter termination policy terminating an employee
UCUA Letter Template 1.doc
