X company has hired a female employee on 15th April 2020. After a month, the company started facing issues with her performance. The company decided to give her verbal warnings instead of direct termination or any strict action. But, there seems to be no improvement till August 2020.
Meanwhile, the management and HR have decided to issue her PIP with 30 days' notice. But before doing this, She updated the company about her (2 months) pregnancy and her plans for the maternity leaves. Her clear intention was to avoid this termination, on the grounds of maternity benefits and rules.
Now, the Management team got into a confused state of whether to terminate or not to terminate her. If they go for it, she can file a case that because of maternity benefits the company has asked her to leave. If they don’t, then she is an additional burden to the company for the next 15 months (9 months pregnancy + 6 months leaves).
So, on humanitarian grounds, the company decided to give her another chance by dropping an email which states about the performance dissatisfaction and that she needs to fix it ASAP, without writing anything about the termination. Now, she again took the advantage of this email, by spreading a verbal message among other employees that she has been harassed mentally during her critical days of pregnancy. Please suggest, what should be the appropriate action for such situations?
Meanwhile, the management and HR have decided to issue her PIP with 30 days' notice. But before doing this, She updated the company about her (2 months) pregnancy and her plans for the maternity leaves. Her clear intention was to avoid this termination, on the grounds of maternity benefits and rules.
Now, the Management team got into a confused state of whether to terminate or not to terminate her. If they go for it, she can file a case that because of maternity benefits the company has asked her to leave. If they don’t, then she is an additional burden to the company for the next 15 months (9 months pregnancy + 6 months leaves).
So, on humanitarian grounds, the company decided to give her another chance by dropping an email which states about the performance dissatisfaction and that she needs to fix it ASAP, without writing anything about the termination. Now, she again took the advantage of this email, by spreading a verbal message among other employees that she has been harassed mentally during her critical days of pregnancy. Please suggest, what should be the appropriate action for such situations?