Dear Cite HR folks,
I am new in this field and have just completed six months as an HR generalist. I have to release a termination letter for an employee due to integrity issues. I request all HR professionals to assist me and provide some sample termination letters.
Thank you all in advance.
From India, Delhi
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I am new in this field and have just completed six months as an HR generalist. I have to release a termination letter for an employee due to integrity issues. I request all HR professionals to assist me and provide some sample termination letters.
Thank you all in advance.
From India, Delhi
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Why do you feel that the employee's integrity was questionable? Did he involve in misconduct, and if yes, then did you conduct the inquiry? Based on the strength of the inquiry report, you may terminate the employee. However, if you have not conducted the inquiry and still want to terminate, it would be a risk. This is because if the employee were to challenge the termination legally, how would you be able to prove the validity of termination without conducting an inquiry?
Secondly, whether an inquiry was conducted or not, if you wish to issue a termination letter, I recommend that you write the draft on your own and upload it here for review. A senior will provide corrections. Asking for a ready-made termination letter to personal and official email IDs would be spoon-feeding. Do not include the reason for termination as "integrity" but state exactly what happened.
Lastly, instead of issuing the termination letter, why not ask the employee to submit a letter of resignation? This is a better option. Employees have challenged forced resignations in labor courts, but this occurs rarely.
Thanks,
Dinesh Divekar
From India, Bangalore
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8072Secondly, whether an inquiry was conducted or not, if you wish to issue a termination letter, I recommend that you write the draft on your own and upload it here for review. A senior will provide corrections. Asking for a ready-made termination letter to personal and official email IDs would be spoon-feeding. Do not include the reason for termination as "integrity" but state exactly what happened.
Lastly, instead of issuing the termination letter, why not ask the employee to submit a letter of resignation? This is a better option. Employees have challenged forced resignations in labor courts, but this occurs rarely.
Thanks,
Dinesh Divekar
From India, Bangalore
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(Fact Checked)-The user's reply contains accurate advice on the importance of conducting an inquiry before termination, avoiding specifying "integrity" as the reason, and considering resignation. It aligns with best practices. (1 Acknowledge point)