We terminated an employee who was under probation on the below said clause. All I want to know is, is there any complications to the organization by the employee if she decides to fight or go legal?
1. The employee joined on 16 July and was under probation. During the term, we realized that she had a very stubborn attitude and was not mingling well with the team. Whenever the team interacted with her for any re-work, she debated and argued and after a series of arguments she would agree for the re-work. Over the time the team (5 members) was very dissatisfied with her attitude and reported to me many times that they are unable to work with her and her attitude is causing a delay in deliverables. We alerted the situation to her and for two days she was fine and again the problem started. We have had 3 discussions with her regarding this over one month and asked her to mend her behavior. After the recent discussion which happened 10 days ago, the team started to interact very less with her, started to corner her because they weren't ready to work with her and go through the same problem again. Every work which was supposed to be directed to her was going through me since the team is not ready to work with her.
2. We have had client escalations on her work during her tenure, which could have been easily solved if she could mend her attitude a little. Unfortunately, such changes weren't seen from her end even after repeated discussions.
3. On 24 August we had a final discussion with the employee to discontinue the services. Even the employee was ready to quit in a day or two and she has put across her dissatisfaction with the company and the team. Today in the final discussion, she demanded to carry her work to add to her portfolio, since we have NDA's signed with the client and we did not allow her to do so. She also claimed that she will carry the laptop given by office until she gets the F&F. I did not allow her to do that as well. Her attitude today was not something to be appreciated and I rightly understand the trauma of being terminated.
4. She lastly demanded an increase or to pay extra for the work she has done for past over a week. The organization had deliverables to be completed and we asked her consent to work faster until the month end. With her agreement, we went ahead to give her work. She hasn't over timed or worked on the weekends. She claims that the work she did during the 8 hours is something out of her limit and that we have to pay her extra. We rightly put across to her that we will pay her for the days she has worked and nothing extra can be done.
My question: Is there any chances of her going legal or fighting for this through any means? I see that the organization is not at all on any legal complications because we aren't holding back anything from her. Am I right on this front? Please clarify!
1. The employee joined on 16 July and was under probation. During the term, we realized that she had a very stubborn attitude and was not mingling well with the team. Whenever the team interacted with her for any re-work, she debated and argued and after a series of arguments she would agree for the re-work. Over the time the team (5 members) was very dissatisfied with her attitude and reported to me many times that they are unable to work with her and her attitude is causing a delay in deliverables. We alerted the situation to her and for two days she was fine and again the problem started. We have had 3 discussions with her regarding this over one month and asked her to mend her behavior. After the recent discussion which happened 10 days ago, the team started to interact very less with her, started to corner her because they weren't ready to work with her and go through the same problem again. Every work which was supposed to be directed to her was going through me since the team is not ready to work with her.
2. We have had client escalations on her work during her tenure, which could have been easily solved if she could mend her attitude a little. Unfortunately, such changes weren't seen from her end even after repeated discussions.
3. On 24 August we had a final discussion with the employee to discontinue the services. Even the employee was ready to quit in a day or two and she has put across her dissatisfaction with the company and the team. Today in the final discussion, she demanded to carry her work to add to her portfolio, since we have NDA's signed with the client and we did not allow her to do so. She also claimed that she will carry the laptop given by office until she gets the F&F. I did not allow her to do that as well. Her attitude today was not something to be appreciated and I rightly understand the trauma of being terminated.
4. She lastly demanded an increase or to pay extra for the work she has done for past over a week. The organization had deliverables to be completed and we asked her consent to work faster until the month end. With her agreement, we went ahead to give her work. She hasn't over timed or worked on the weekends. She claims that the work she did during the 8 hours is something out of her limit and that we have to pay her extra. We rightly put across to her that we will pay her for the days she has worked and nothing extra can be done.
My question: Is there any chances of her going legal or fighting for this through any means? I see that the organization is not at all on any legal complications because we aren't holding back anything from her. Am I right on this front? Please clarify!