Steps for Terminating an Employee for Poor Performance and Attendance
May I know the steps involved, such as the number of warning letters or memos to be issued, in terminating an employee for poor performance and poor attendance? What certificates can we hand over to the employee? I'm asking this because some have mentioned that they may not issue an experience certificate, and the relieving order may not have any positive remarks.
Alternative to Termination: Requesting Resignation
Instead of terminating an employee, we can request them to resign. May I know what points (good/bad) should be included in the relieving order if the employee resigns?
From India, Delhi
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May I know the steps involved, such as the number of warning letters or memos to be issued, in terminating an employee for poor performance and poor attendance? What certificates can we hand over to the employee? I'm asking this because some have mentioned that they may not issue an experience certificate, and the relieving order may not have any positive remarks.
Alternative to Termination: Requesting Resignation
Instead of terminating an employee, we can request them to resign. May I know what points (good/bad) should be included in the relieving order if the employee resigns?
From India, Delhi
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May I know the steps involved (number of warning letters or memos to be issued) in terminating an employee for poor performance and poor attendance? It depends on the termination policy or clause given in the appointment letter. Please refer to your company's appointment letter and see whether anything is mentioned about the termination clause. Termination can be done with a single letter with a 2 to 3-month notice period, or it can be done without a notice period, but it depends on the company policy and clause mentioned in the appointment letter.
Steps to Address Poor Performance
Ideally, an employee who did not perform well should be called for a meeting or one-on-one discussion or counseling and should be explained clearly about his performance status. Let him have 2 to 3 months of time to show his performance better. Even after 3 months, if his performance has not improved, then he/she should be called for a final discussion with HoD/HR and should be explained about the decision taken by the management. He should get at least 3 months of time to look out for his/her new job.
Certificates to Provide Upon Termination
What are all the certificates we can hand over to him? I'm asking this because a few of them told that they won't issue an experience certificate and the relieving order will be issued without any praising written on it. He/She is eligible for all the certificates (experience and relieving order, etc.) like other employees. No company has the right to say it will not be given, and the company should ensure that he/she is not affected because of the same.
Requesting Resignation Instead of Termination
Instead of terminating an employee, we can ask him to resign. May I know what are the points (good/bad) to be mentioned in his relieving order at that time? Yes, we can do very well, but if an employee asks you for the reason, what will you say? According to me, only good points should be mentioned in his/her relieving letter like other employees as he/she should not be affected in the future while searching for a job because of the negative comments mentioned in the relieving letter.
Regards,
M. Kannan
From India, Madurai
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159Steps to Address Poor Performance
Ideally, an employee who did not perform well should be called for a meeting or one-on-one discussion or counseling and should be explained clearly about his performance status. Let him have 2 to 3 months of time to show his performance better. Even after 3 months, if his performance has not improved, then he/she should be called for a final discussion with HoD/HR and should be explained about the decision taken by the management. He should get at least 3 months of time to look out for his/her new job.
Certificates to Provide Upon Termination
What are all the certificates we can hand over to him? I'm asking this because a few of them told that they won't issue an experience certificate and the relieving order will be issued without any praising written on it. He/She is eligible for all the certificates (experience and relieving order, etc.) like other employees. No company has the right to say it will not be given, and the company should ensure that he/she is not affected because of the same.
Requesting Resignation Instead of Termination
Instead of terminating an employee, we can ask him to resign. May I know what are the points (good/bad) to be mentioned in his relieving order at that time? Yes, we can do very well, but if an employee asks you for the reason, what will you say? According to me, only good points should be mentioned in his/her relieving letter like other employees as he/she should not be affected in the future while searching for a job because of the negative comments mentioned in the relieving letter.
Regards,
M. Kannan
From India, Madurai
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