How to terminate a employee based on bad behavior/ attitude? Please help
From India, Hubli
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From India, Hubli
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Hi, you need to justify how the bad attitude affects your workplace. You need to follow the proper disciplinary process, including documentation of previous verbal/written warnings. Termination should be a last resort.
Principles of Natural Justice
Principles of Natural Justice should be followed, and a mere blind direct termination may lead to unwanted IR issues. So you need to prove how the chronic negative behavior/attitude (or performance) affects other employees and the business as a whole.
From India, Madras
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1015Principles of Natural Justice
Principles of Natural Justice should be followed, and a mere blind direct termination may lead to unwanted IR issues. So you need to prove how the chronic negative behavior/attitude (or performance) affects other employees and the business as a whole.
From India, Madras
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Firstly, you need to refer to your company's certified standing orders or Code of Conduct rules to establish the gravity of the misconduct.
Dig into his past history and review supporting documents.
Issue a show-cause notice and conduct an inquiry following the Principles of Natural Justice.
Based on the findings of the inquiry officer, initiate action as deemed appropriate.
From India, Bengaluru
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Dig into his past history and review supporting documents.
Issue a show-cause notice and conduct an inquiry following the Principles of Natural Justice.
Based on the findings of the inquiry officer, initiate action as deemed appropriate.
From India, Bengaluru
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Understanding the Context of Termination
What's the status of your firm? Is it a factory, shop, or another establishment? Will the Industrial Disputes Act apply? Can the involved employee be considered a 'workman'? Much would depend on these facts. Are Standing Orders in place? Has any complaint been officially filed?
Considering Alternatives to Termination
However, termination may not be the first option for addressing bad behavior in the workplace. The punishment, if and when proven guilty of charges, would depend on the veracity of the misbehavior and charges. Proper application of procedures that satisfy the rule of law would be necessary.
From India, Bangalore
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What's the status of your firm? Is it a factory, shop, or another establishment? Will the Industrial Disputes Act apply? Can the involved employee be considered a 'workman'? Much would depend on these facts. Are Standing Orders in place? Has any complaint been officially filed?
Considering Alternatives to Termination
However, termination may not be the first option for addressing bad behavior in the workplace. The punishment, if and when proven guilty of charges, would depend on the veracity of the misbehavior and charges. Proper application of procedures that satisfy the rule of law would be necessary.
From India, Bangalore
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Termination Process for Employees
Paying the notice period amount to the employee as per the terms of appointment is the best way to terminate an employee. You should mention that their services are no longer required by the company for the time being, but avoid citing any misconduct (bad behavior/attitude) as the reason.
From India, Mumbai
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Paying the notice period amount to the employee as per the terms of appointment is the best way to terminate an employee. You should mention that their services are no longer required by the company for the time being, but avoid citing any misconduct (bad behavior/attitude) as the reason.
From India, Mumbai
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