Hi,
Some of the trainees in our organization have been absent for more than 10 days without any information. Can we terminate the training program before completing their training period? We don't want to send one or two notices and will directly issue a termination letter.
Manish
From India, Delhi
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Some of the trainees in our organization have been absent for more than 10 days without any information. Can we terminate the training program before completing their training period? We don't want to send one or two notices and will directly issue a termination letter.
Manish
From India, Delhi
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Hi,
Inform all of them through registered post and inquire about the reason for their absence, documenting it. Based on the documentation and in alignment with company policy, you can proceed with termination actions. However, ensure to reference the employee handbook and offer letter before implementing any measures.
- Shash
From India, Delhi
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4Inform all of them through registered post and inquire about the reason for their absence, documenting it. Based on the documentation and in alignment with company policy, you can proceed with termination actions. However, ensure to reference the employee handbook and offer letter before implementing any measures.
- Shash
From India, Delhi
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Dear Manish,
Please check the terms and conditions laid down in your appointment order. Disciplinary action taken on matters of unauthorized absence, fraud, etc., needs to be mentioned. If not, please include the same in the appointment letters immediately.
If the clause is mentioned, you could go ahead and issue a termination letter to the defaulting trainees. Please document all the necessary actions and papers for your future reference.
Regards,
Suja
From India, Bangalore
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Please check the terms and conditions laid down in your appointment order. Disciplinary action taken on matters of unauthorized absence, fraud, etc., needs to be mentioned. If not, please include the same in the appointment letters immediately.
If the clause is mentioned, you could go ahead and issue a termination letter to the defaulting trainees. Please document all the necessary actions and papers for your future reference.
Regards,
Suja
From India, Bangalore
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Friends, of course, it is mentioned in our appointment letter, "During the training tenure, you are bound to work under the rules and regulations of the establishment. If your conduct or discipline is not satisfactory, your training program may be dispensed with without any notice.
Of course, we can terminate his training. However, we don't want to issue two notices to save our clerical activities. Can we directly issue a termination letter?
Manish
From India, Delhi
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Of course, we can terminate his training. However, we don't want to issue two notices to save our clerical activities. Can we directly issue a termination letter?
Manish
From India, Delhi
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Please Go Ahead as per the Appointment Letter, As a Trainee, when he has this type of Attitude, His Commitment is a Question Mark????
From India, Coimbatore
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From India, Coimbatore
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Manish, You may want to save time on clerical activity, but let’s not skip the legal procedures. Pls follow the same, coz you may need to validate your action later on. Regards, Suja
From India, Bangalore
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From India, Bangalore
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we need to send advice letter 1st and 2nd and then initiaate the termination process as per the company’s legal policy. Suja is right. Sanjeev
From India, Delhi
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From India, Delhi
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PBS, Request you to upload the "BOOK ON DISCIPLANARY ACTION" in this forum. I’m sure it’ll be useful to all our hr folks. KK
From India, Hyderabad
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From India, Hyderabad
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without intimation u cant terminate them dont behave like them u should follow legal procedure.
From India, Pune
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From India, Pune
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Hi,
I think one must keep in mind the Principle of Natural Justice. This is because without giving an opportunity to the opposite person, how can one make a decision on termination? Issuing of notices, show cause, charge sheet, and warnings is not a clerical job; it is the creation of proof against the person to show that you have given them the opportunity to present their side. Based on their response, one can make a suitable decision.
We, in HR, are not only here to hire and terminate people but also to understand, motivate, develop, and retain them. Therefore, before deciding on termination, one must look into the root cause of the issue.
I hope you will agree with my comment.
Thanks,
Sunil
From India, Pune
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I think one must keep in mind the Principle of Natural Justice. This is because without giving an opportunity to the opposite person, how can one make a decision on termination? Issuing of notices, show cause, charge sheet, and warnings is not a clerical job; it is the creation of proof against the person to show that you have given them the opportunity to present their side. Based on their response, one can make a suitable decision.
We, in HR, are not only here to hire and terminate people but also to understand, motivate, develop, and retain them. Therefore, before deciding on termination, one must look into the root cause of the issue.
I hope you will agree with my comment.
Thanks,
Sunil
From India, Pune
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If the trainee refuses to communicate with you, fails or refuses to provide timely and appropriate medical information in case of sickness. Then you have to take needed action.
From India, Mangaluru
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From India, Mangaluru
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I agree with Vinod. The written contract between the Company and the Trainee should specifically state that where the trainee is absent for a particular period of time without permission/authorization, this constitutes abandonment of the job and is grounds for summary dismissal without recourse.
I have been managing trainees for several years now, and sometimes trainees view their stint as an opportunity to "test out" other jobs while on their traineeship. The issue of commitment is also relevant here; if an individual behaves this way as a trainee, it is a clear indication of what is to come as a full-fledged employee.
Kind Regards, Angela.
From Trinidad and Tobago, Chaguanas
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I have been managing trainees for several years now, and sometimes trainees view their stint as an opportunity to "test out" other jobs while on their traineeship. The issue of commitment is also relevant here; if an individual behaves this way as a trainee, it is a clear indication of what is to come as a full-fledged employee.
Kind Regards, Angela.
From Trinidad and Tobago, Chaguanas
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DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc