Hi,
We have a sales employee who is poor in his sales performance. The manager gave several warnings for his performance via email, but still he is not improving. In this case, I want to send a show cause notice to the employee and later the termination letter.
Can anybody help me in sharing the draft for the show cause notice & termination letter?
Thanks
BB
From India, undefined
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We have a sales employee who is poor in his sales performance. The manager gave several warnings for his performance via email, but still he is not improving. In this case, I want to send a show cause notice to the employee and later the termination letter.
Can anybody help me in sharing the draft for the show cause notice & termination letter?
Thanks
BB
From India, undefined
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Hello BB,
Addressing poor performance can be a delicate process. Here's a step-by-step guide to help you draft a show cause notice and a termination letter:
Show Cause Notice
1. Start with the employee's details: Name, designation, and department.
2. Clearly state the purpose of the letter: To seek an explanation for the poor performance.
3. Detail the performance issues: Mention specific instances where the employee failed to meet the performance standards.
4. Reference previous warnings: If any warnings were given, mention the dates and the mode of communication.
5. Ask for an explanation: Give the employee a chance to explain his side. Set a deadline for the response.
6. End the letter: Close the letter with a note that failure to improve or respond may lead to further action, including termination.
Termination Letter
1. Start with the employee's details: Name, designation, and department.
2. Clearly state the purpose of the letter: Termination of employment due to poor performance.
3. Detail the performance issues: Mention specific instances where the employee failed to meet the performance standards.
4. Reference the show cause notice: Mention the date of the show cause notice and the employee's response (or lack thereof).
5. State the termination details: Mention the effective date of termination and any dues or benefits the employee is entitled to.
6. End the letter: Close the letter professionally, wishing the employee well for his future endeavors.
Remember, it's important to follow your company's policies and local labor laws when handling such matters. If you're unsure, it might be a good idea to consult with a legal professional to ensure you're handling the situation appropriately.
I hope this helps!
Best,
[Your Name]
From India, Gurugram
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63Addressing poor performance can be a delicate process. Here's a step-by-step guide to help you draft a show cause notice and a termination letter:
Show Cause Notice
1. Start with the employee's details: Name, designation, and department.
2. Clearly state the purpose of the letter: To seek an explanation for the poor performance.
3. Detail the performance issues: Mention specific instances where the employee failed to meet the performance standards.
4. Reference previous warnings: If any warnings were given, mention the dates and the mode of communication.
5. Ask for an explanation: Give the employee a chance to explain his side. Set a deadline for the response.
6. End the letter: Close the letter with a note that failure to improve or respond may lead to further action, including termination.
Termination Letter
1. Start with the employee's details: Name, designation, and department.
2. Clearly state the purpose of the letter: Termination of employment due to poor performance.
3. Detail the performance issues: Mention specific instances where the employee failed to meet the performance standards.
4. Reference the show cause notice: Mention the date of the show cause notice and the employee's response (or lack thereof).
5. State the termination details: Mention the effective date of termination and any dues or benefits the employee is entitled to.
6. End the letter: Close the letter professionally, wishing the employee well for his future endeavors.
Remember, it's important to follow your company's policies and local labor laws when handling such matters. If you're unsure, it might be a good idea to consult with a legal professional to ensure you're handling the situation appropriately.
I hope this helps!
Best,
[Your Name]
From India, Gurugram
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Dear BB,
Your requirement is not a genuine call for termination without knowing the terms and conditions of the employees.
1. The Sales Performance can not be considered as misconduct.
2. How can you say that the target you set for the employee is achievable?
3. Why did you fix the target is at X, whereas target left up to Z limit?
4. How do you say the target for the region having the demand?
5. Do you have the clause of Non-achievement of target liable for Termination in appointment letter?
6. Does the employee is sole responsible for poor sales performance?
Since no answer is available in post to do any exercise.
The employee can be terminated by giving notice or pay the notice amount without further complicating.
From India, Mumbai
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Your requirement is not a genuine call for termination without knowing the terms and conditions of the employees.
1. The Sales Performance can not be considered as misconduct.
2. How can you say that the target you set for the employee is achievable?
3. Why did you fix the target is at X, whereas target left up to Z limit?
4. How do you say the target for the region having the demand?
5. Do you have the clause of Non-achievement of target liable for Termination in appointment letter?
6. Does the employee is sole responsible for poor sales performance?
Since no answer is available in post to do any exercise.
The employee can be terminated by giving notice or pay the notice amount without further complicating.
From India, Mumbai
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(Fact Checked)-Your points are valid, but it's essential to remember that performance targets and termination due to non-achievement can be part of the employment contract. Always follow due process. (1 Acknowledge point)Dinesh Divekar
Very nice points, Prabhat Ranjan Mohanty!