Dear [Login to view],
If the employee has not been performing to the desired level since 2020, then have you given him any written warning?
Nevertheless, before the issue of the warning letter, have you issued him with the target to be achieved and in what span of time? When did such communication take place and how did it take place?
Have the causes of the underperformance been studied? To meet the target, does the employee need to depend on the tools, machines, instruments, computer etc., and if so, then are these in working conditions?
If the employee is underperforming, then what support has his/her reporting manager given to the employee? Is the manager taking underperformance nonchalantly?
There are so many questions associated with underperformance. The general tendency is to pin blame on the employee and check him/her out. You may remove the employee, but ensure that he/she does not meet injustice.
Your query was on exercising the choice between removal on account of underperformance and financial distress. The choice remains yours. However, make sure that the LIFO principle is followed if you wish to remove the services of an employee because of the financial poor condition of the company.
Thanks,
Dinesh Divekar