Hi
A person has joined 2 months before and he is on probationary period. His boss says we need to terminate him due to poor performance. We have spoken to an employee several times but he is not opening his mouth. Kindly advise how to discharge from the organisation due to poor performance.
The probation clause is given below
PROBATIONARY PERIOD:
You will be on probation for a period of six months from the date of your joining service i.e. October 24, 2021 which period may be extended at the discretion of the Company. At the end of the probationary period, provided your services have been found to be satisfactory, your appointment will be confirmed in writing. During the probation period, you will be required to give one month notice or pay in lieu thereof, at the time of your resignation.
From India
A person has joined 2 months before and he is on probationary period. His boss says we need to terminate him due to poor performance. We have spoken to an employee several times but he is not opening his mouth. Kindly advise how to discharge from the organisation due to poor performance.
The probation clause is given below
PROBATIONARY PERIOD:
You will be on probation for a period of six months from the date of your joining service i.e. October 24, 2021 which period may be extended at the discretion of the Company. At the end of the probationary period, provided your services have been found to be satisfactory, your appointment will be confirmed in writing. During the probation period, you will be required to give one month notice or pay in lieu thereof, at the time of your resignation.
From India
Dear member,
You say that you have given the warnings to the underperforming probationer. However, do you have a record of the warnings or these were verbal ones?
Anyway, call the employee to the office and explain to him that he is unable to improve. Considering his poor quality of work, ask him to submit a letter of resignation. Tell him to write the reason for the resignation as "personal".
What I am recommending is a general practice followed everywhere. Don't bother whether it is compatible with sound labour management practices. Once you receive a letter of resignation, follow the clause of separation from your side also.
By the way, after recruitment, just within two months the unsuitability of the employee gets discovered, then it highlights the shortcomings of your recruitment practices. More than the employee, it is the underperformance of the persons involved in his recruitment.
Thanks,
Dinesh Divekar
From India, Bangalore
7883You say that you have given the warnings to the underperforming probationer. However, do you have a record of the warnings or these were verbal ones?
Anyway, call the employee to the office and explain to him that he is unable to improve. Considering his poor quality of work, ask him to submit a letter of resignation. Tell him to write the reason for the resignation as "personal".
What I am recommending is a general practice followed everywhere. Don't bother whether it is compatible with sound labour management practices. Once you receive a letter of resignation, follow the clause of separation from your side also.
By the way, after recruitment, just within two months the unsuitability of the employee gets discovered, then it highlights the shortcomings of your recruitment practices. More than the employee, it is the underperformance of the persons involved in his recruitment.
Thanks,
Dinesh Divekar
From India, Bangalore
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