Urgent Help Needed: How Do I Write a Termination Letter for Candidates Affecting Productivity?

Dear friends,

I need a termination letter format immediately. The reason for the letter is that we hired 2 candidates from a consultancy. They were supposed to give some consultancy fees to them. They informed them that they will be giving that as soon as they receive the amount from our company. Still, they were receiving repeated calls from them and also put a fraud notice against the candidates. Although all these actions do not involve us directly, the issue is that all these actions and calls are affecting the candidates' performance and thus hampering our productivity. Therefore, we have decided to give them a termination letter.

This is all about it. Now, I require the letter so that I can issue it to them (an order from the directors). It's very urgent. Please help me. I have gone through different links but didn't get a suitable one :(

Looking forward.

User input with corrections:

I hope this would help.

[name]
[date]
[address]

Sub: Termination of Employment

Dear [name],

As discussed, this letter represents formal notice that your employment with [org. name] is terminated effective immediately, due to [type of misconduct].

In view of these circumstances, we have no alternative but to dismiss you immediately for just cause, without notice or pay in lieu of notice. A cheque for outstanding salary and vacation pay in the amount of [Rs...] is enclosed [or will be forwarded to you within the next X days].

Yours Truly,

[your name]
[title]

Thanks Sari... thanks a lot.

I have prepared one and sent it to the directors. Let's see if I get the approval of using that format or not. But thanks for your help! :D :)

Regards,
Sohini

Ms. Roy,

Good morning.

I have read your mail and am surprised that you are willing to issue a Termination letter for the reasons stated. Now, please consider the following points:

1. The candidates are not involved in any indiscipline activities.
2. The candidates are not engaged in any anti-organizational activities.
3. The candidates have upheld their commitment to the consultant regarding their job placement in the company.
4. They are willingly working in the company.

Furthermore, from a legal standpoint, no consultant should receive any commission or remuneration for arranging a job in any company. Such payments should come from the company itself. Therefore, it is unlawful if the consultant is harassing them. They should seek legal assistance.

I believe this information will be helpful, and I urge you not to view the employees of your company negatively as it is not their fault.

Regards,

Bhagwan Tolani
Sr. HR
TM Group

Very surprised to note the reasons for termination. You have hired the candidates based on their competencies, matching your requirements, not because the consultant has recommended them. Consultants are mere recruitment facilitators.

Instead of harassing the candidates whom you found fit and good while recruiting, the company should have paid the consultancy fees and relieved the candidates from harassment.

Sorry to say that you are bound (rather compelled) to follow the Director's order. More sorry to say such kind of Directors are still at large.

Thanks,

Dear Sohini,

I am also surprised to learn the reasons for terminating the services of the employees hired through consultants. I would like to suggest detailed counseling sessions with these employees by HR Personnel and their HOD. They should be informed that their actions have brought a bad name to the organization and themselves, and they should be directed to pay the consultants' fee as mutually agreed. Otherwise, the company has no option but to terminate their services due to poor performance, which is well known to them.

I am attaching the format for the termination letter.

Thanks,
Amit Gera

Dear friends,

I need a termination letter format urgently. The reason for the letter is that we hired two candidates from a consultancy who were supposed to pay consultancy fees. They informed the consultancy that they would pay as soon as they received the amount from our company. However, they received repeated calls and a fraud notice was issued against them. Even though these actions do not involve us directly, they are affecting the candidates' performance, thereby impacting our productivity. Therefore, we have decided to issue them a termination letter.

This is the situation, and I now require the letter to be issued to them as per the directors' order. It is very urgent. Please assist me as I have searched through various links but have not found a suitable one. Looking forward to your help.

Thank you.

Hi Sohini Basu Roy,

Rajesh here. I'm forwarding a bit of information about how to write a termination letter. Check it out. I hope it will help you.

Name, Address, Date, Reference

Dear Mr./Ms.,

Further to our meeting of (date), I regretfully confirm that your employment with us is terminated with effect from (date)/with immediate effect.

As stated at our meeting, the reason(s) for terminating your employment with us is/are as follows:

The employer must clearly state reasons - transgressions and relevant policies if applicable.

The employer must clearly state previous warnings, informal, formal, written, etc., and circumstances and the person's response and subsequent behavior/performance for each warning.

Clearly state requirements regarding the return of documentation, equipment, car, submission of final expenses claims, and any other leaving administration issues.

Clearly state the actual leaving date, requirement or otherwise to serve a period of notice, holiday pay, and other pay and pension details.

Clearly state the position regarding the employee's right of appeal and state the appeal process and timescales.

(Optional sign-off, for example: Thank you for your past efforts and all the best for your future endeavors.)

Yours, etc.

Name and Position

(Optionally and recommended: attach, at the foot of the letter refer to, a copy of your written disciplinary process, and also attach and refer to copies of written/printed evidence gathered during the employee's case. This enables employees to understand clearly the case against them, and also the process and their rights during the disciplinary process, which are central to the principles of the employment dispute regulations.)

(Optional section at the foot of the letter, requiring the person to sign, confirming receipt of the letter and any attachment(s), by way of returning a signed copy of this letter.)

Rajesh

9844792179

Good morning, and thanks to all for your replies.

I want to share something with you all that I hadn't mentioned in my previous post as I was feeling tense. Now, I'll tell you the truth. We did give them a termination, but not to actually terminate them. We provided them with the letter and instructed them to go to the consultancy and show them that we had terminated them due to their behavior. They had sent some insulting emails, with examples like, "I am least bothered by what you have heard... I don't think our call can affect the productivity... How dare Ms. Sohini blame us, etc." These emails were sent to my director. Another incident involves this consultancy committing fraud (taking 15000 rs and not providing a job) with one of our employees before, and conducting false campus placements, giving false training in the name of Microsoft when they were not certified to do so. We recently discovered all of this, and considering these actions, we decided to take some steps against them, one of which was giving them the termination notice.

We provided the candidates with a new offer letter clearly stating that they are our legitimate employees.

So, friends, please don't think that we are heartless. We only wanted to teach them a lesson.

I hope you all understand our perspective.

Thanks and regards,

Sohini

Hi Sohini,

Are my friends still angry with me? 🙄😞 Friends, believe me, I had no intention of terminating anyone, and I have not done that even. They are still working in our concern till date.

Regards,
Sohini