Facing Employee Attitude Issues? Steps to Handle Termination Professionally

How to terminate an employee based on bad behavior/attitude? Please help.

To address this issue, it is crucial to follow a proper procedure when terminating an employee due to behavioral or attitude-related reasons. Firstly, document instances of the employee's misconduct or poor attitude, including specific incidents, dates, and any relevant communication or warnings provided to the employee.

Next, schedule a meeting with the employee to discuss the concerns and provide them with an opportunity to respond or explain their behavior. During this meeting, clearly communicate the expectations for improvement and the consequences if the behavior continues.

If the behavior persists despite counseling and warnings, consult with HR or legal experts to ensure that the termination process complies with company policies and applicable laws. When terminating the employee, provide a termination letter outlining the reasons for dismissal and any relevant details regarding final pay, benefits, and next steps.

Remember to handle the termination with professionalism, empathy, and confidentiality to protect both the company and the departing employee.

Hi, you need to justify how the bad attitude affects your workplace. You need to follow the proper disciplinary process, including documentation of previous verbal/written warnings. Termination should be a last resort.

Principles of Natural Justice

Principles of Natural Justice should be followed, and a mere blind direct termination may lead to unwanted IR issues. So you need to prove how the chronic negative behavior/attitude (or performance) affects other employees and the business as a whole.

Firstly, you need to refer to your company's certified standing orders or Code of Conduct rules to establish the gravity of the misconduct.

Dig into his past history and review supporting documents.

Issue a show-cause notice and conduct an inquiry following the Principles of Natural Justice.

Based on the findings of the inquiry officer, initiate action as deemed appropriate.

Understanding the Context of Termination

What's the status of your firm? Is it a factory, shop, or another establishment? Will the Industrial Disputes Act apply? Can the involved employee be considered a 'workman'? Much would depend on these facts. Are Standing Orders in place? Has any complaint been officially filed?

Considering Alternatives to Termination

However, termination may not be the first option for addressing bad behavior in the workplace. The punishment, if and when proven guilty of charges, would depend on the veracity of the misbehavior and charges. Proper application of procedures that satisfy the rule of law would be necessary.

Termination Process for Employees

Paying the notice period amount to the employee as per the terms of appointment is the best way to terminate an employee. You should mention that their services are no longer required by the company for the time being, but avoid citing any misconduct (bad behavior/attitude) as the reason.