Trainee Absences: Can We End Their Training Early Without Prior Notices?

Hi,

Some of the trainees in our organization have been absent for more than 10 days without any information. Can we terminate the training program before completing their training period? We don't want to send one or two notices and will directly issue a termination letter.

Manish

Hi,

Inform all of them through registered post and inquire about the reason for their absence, documenting it. Based on the documentation and in alignment with company policy, you can proceed with termination actions. However, ensure to reference the employee handbook and offer letter before implementing any measures.

- Shash

Dear Manish,

Please check the terms and conditions laid down in your appointment order. Disciplinary action taken on matters of unauthorized absence, fraud, etc., needs to be mentioned. If not, please include the same in the appointment letters immediately.

If the clause is mentioned, you could go ahead and issue a termination letter to the defaulting trainees. Please document all the necessary actions and papers for your future reference.

Regards,
Suja

Friends, of course, it is mentioned in our appointment letter, "During the training tenure, you are bound to work under the rules and regulations of the establishment. If your conduct or discipline is not satisfactory, your training program may be dispensed with without any notice.

Of course, we can terminate his training. However, we don't want to issue two notices to save our clerical activities. Can we directly issue a termination letter?

Manish

Please go ahead as per the appointment letter.

As a trainee, when he has this type of attitude, his commitment is a question mark.

Manish,

You may want to save time on clerical activities, but let's not skip the legal procedures. Please follow the same because you may need to validate your actions later on.

Regards,
Suja

We need to send advice letters 1st and 2nd, and then initiate the termination process as per the company's legal policy. Suja is right.

Sanjeev

PBS,

Request you to upload the "BOOK ON DISCIPLINARY ACTION" in this forum. I'm sure it'll be useful to all our HR folks.

KK

Without intimation, you can't terminate them. Don't behave like them. You should follow the legal procedure.

Hi,

I think one must keep in mind the Principle of Natural Justice. This is because without giving an opportunity to the opposite person, how can one make a decision on termination? Issuing of notices, show cause, charge sheet, and warnings is not a clerical job; it is the creation of proof against the person to show that you have given them the opportunity to present their side. Based on their response, one can make a suitable decision.

We, in HR, are not only here to hire and terminate people but also to understand, motivate, develop, and retain them. Therefore, before deciding on termination, one must look into the root cause of the issue.

I hope you will agree with my comment.

Thanks,
Sunil

If the trainee refuses to communicate with you, fails, or refuses to provide timely and appropriate medical information in case of sickness, then you have to take the needed action.

I agree with Vinod. The written contract between the Company and the Trainee should specifically state that where the trainee is absent for a particular period of time without permission/authorization, this constitutes abandonment of the job and is grounds for summary dismissal without recourse.

I have been managing trainees for several years now, and sometimes trainees view their stint as an opportunity to "test out" other jobs while on their traineeship. The issue of commitment is also relevant here; if an individual behaves this way as a trainee, it is a clear indication of what is to come as a full-fledged employee.

Kind Regards, Angela.