Hi,
I have just joined a company as an HR executive. I need to prepare a termination letter for an employee who has been with the company since its inception. However, his behavior has changed recently; he takes leaves without informing and arrives late to work. Despite receiving several verbal warnings from management, there has been no improvement in his conduct. The management has decided not to issue a written warning as the employee has already received verbal warnings on multiple occasions.
Could you please assist me with a format for the termination letter? Thank you.
From India, Mumbai
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I have just joined a company as an HR executive. I need to prepare a termination letter for an employee who has been with the company since its inception. However, his behavior has changed recently; he takes leaves without informing and arrives late to work. Despite receiving several verbal warnings from management, there has been no improvement in his conduct. The management has decided not to issue a written warning as the employee has already received verbal warnings on multiple occasions.
Could you please assist me with a format for the termination letter? Thank you.
From India, Mumbai
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Dear Mittal Soni,
I wonder what kind of organization you are working in. Regardless of the number of verbal warnings given, you cannot do away with the 'due process'. An employee cannot be terminated without a proper written warning letter and giving them a chance to improve. Termination Simplicitor is neither a solution here nor is it justified. As an HR person, you must advise your management accordingly unless it is just a proprietary "mom and dad" kind of shop.
Warm regards.
From India, Delhi
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1446I wonder what kind of organization you are working in. Regardless of the number of verbal warnings given, you cannot do away with the 'due process'. An employee cannot be terminated without a proper written warning letter and giving them a chance to improve. Termination Simplicitor is neither a solution here nor is it justified. As an HR person, you must advise your management accordingly unless it is just a proprietary "mom and dad" kind of shop.
Warm regards.
From India, Delhi
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Dear Soni,
Even if it is a proprietary concern, there has been a lot of change in awareness and legal status. Make sure that you follow the due disciplinary process; otherwise, later on, management may start blaming the HR for any adverse consequences. Also, note that you cannot terminate an employee, even if the relevant rule is mentioned in the appointment letter, which I doubt you will have as he is a long-standing employee.
With regards,
Tiwari
From India, Mumbai
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Even if it is a proprietary concern, there has been a lot of change in awareness and legal status. Make sure that you follow the due disciplinary process; otherwise, later on, management may start blaming the HR for any adverse consequences. Also, note that you cannot terminate an employee, even if the relevant rule is mentioned in the appointment letter, which I doubt you will have as he is a long-standing employee.
With regards,
Tiwari
From India, Mumbai
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