Process for Terminating an Employee Due to Indiscipline
What is the process to terminate an employee on grounds of continued indiscipline after receiving a warning letter, lack of respect for hierarchy, and lack of team spirit? Is there a necessity to furnish a show cause notice?
Awaiting your valued response.
Warm regards.
From India, Bangalore
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4What is the process to terminate an employee on grounds of continued indiscipline after receiving a warning letter, lack of respect for hierarchy, and lack of team spirit? Is there a necessity to furnish a show cause notice?
Awaiting your valued response.
Warm regards.
From India, Bangalore
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It requires a due disciplinary process. You cannot terminate an employee from service just like that. As an HR professional, it is not necessary to explain the procedure involved in this.
Thanks & regards,
V Sridhar
From India, Mumbai
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Thanks & regards,
V Sridhar
From India, Mumbai
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The actions of any employee, as outlined by you, constitute misconduct under the standing orders and service rules of your company. Have you issued a written warning letter to the employee regarding the proven misconduct? If not, the first step would be to provide the employee with a charge sheet detailing the specific misconduct and request an explanation from the employee. If the explanation provided by the employee is deemed unsatisfactory, an inquiry must be conducted.
If the allegations are substantiated during the inquiry, you must then send another notice to the employee, enclosing the inquiry officer's report, and request the employee's comments. If the employee fails to respond to this notice, or if the comments provided are unsatisfactory, only then should you proceed to issue a show cause notice for termination. Following the receipt of the employee's response, if you remain unsatisfied, appropriate actions such as withholding annual increments, demotion to a lower grade, or termination may be considered depending on the severity of the misconduct. It is important to note that for minor infractions, termination of an employee's service may not be appropriate.
Regards,
NVRao
From India, Hyderabad
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If the allegations are substantiated during the inquiry, you must then send another notice to the employee, enclosing the inquiry officer's report, and request the employee's comments. If the employee fails to respond to this notice, or if the comments provided are unsatisfactory, only then should you proceed to issue a show cause notice for termination. Following the receipt of the employee's response, if you remain unsatisfied, appropriate actions such as withholding annual increments, demotion to a lower grade, or termination may be considered depending on the severity of the misconduct. It is important to note that for minor infractions, termination of an employee's service may not be appropriate.
Regards,
NVRao
From India, Hyderabad
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DISCIPLINARY ACTIONS PROCEDURE.xls
Disciplinary policy and procedure.doc