Hello all,
There was an employee in the organization appointed recently for designer post who has 4-5 years of experience. As per our company policies we have three months of probation. Soon after which we have probation review. We do not have any training period as we are a start up company with very limited/ small group of 8 working. Since the commencement of work, the designs produced by this employee was rejected by the client and we have had discussions from the management end and the client regarding his designs and we very much need an improvement. Even though the employee was trying his best in delivering the best, he somehow could not please the client. The client asked us to replace another as they weren't happy with him. Since he is highly paid we couldn't afford for another retaining this employee. Hence the directors took a decision to relieve him from employment. We had the discussion with employee regarding he quitting the job and after he agreed we decided to relieve him. Here are some details that would give a clear picture:
Date of joining: 1 March 18
Date of resignation: 24 March 18
Final settlement as decided by the directors: Only for 15 days
The final settlement amount was conveyed to the candidate and he is unhappy about it. This kind of deduction was not mentioned in the policy. The candidate claims that he has put effort for entire 24 days and he must be paid for those days as well. But this is the directors decision that they will pay him only for the work that has been approved by the client and not for the work rejected or kept pending. The directors are little adamant about their decision saying its a loss for the company.
I need immediate assistance from you as to how can I deal with this situation? Is the decision taken correct or wrong? Are we following the right or legal track? Any further details needed please let know.
Aishwarya
Jr HR
There was an employee in the organization appointed recently for designer post who has 4-5 years of experience. As per our company policies we have three months of probation. Soon after which we have probation review. We do not have any training period as we are a start up company with very limited/ small group of 8 working. Since the commencement of work, the designs produced by this employee was rejected by the client and we have had discussions from the management end and the client regarding his designs and we very much need an improvement. Even though the employee was trying his best in delivering the best, he somehow could not please the client. The client asked us to replace another as they weren't happy with him. Since he is highly paid we couldn't afford for another retaining this employee. Hence the directors took a decision to relieve him from employment. We had the discussion with employee regarding he quitting the job and after he agreed we decided to relieve him. Here are some details that would give a clear picture:
Date of joining: 1 March 18
Date of resignation: 24 March 18
Final settlement as decided by the directors: Only for 15 days
The final settlement amount was conveyed to the candidate and he is unhappy about it. This kind of deduction was not mentioned in the policy. The candidate claims that he has put effort for entire 24 days and he must be paid for those days as well. But this is the directors decision that they will pay him only for the work that has been approved by the client and not for the work rejected or kept pending. The directors are little adamant about their decision saying its a loss for the company.
I need immediate assistance from you as to how can I deal with this situation? Is the decision taken correct or wrong? Are we following the right or legal track? Any further details needed please let know.
Aishwarya
Jr HR