Hi, I am working on a Privacy Violation case & allegations have been Substantiated against the employee. Need termination letter format. Please help!!!
From Australia
Acknowledge(0)
Amend(0)
From Australia
Acknowledge(0)Amend(0)
Dear HRwiz, Do use the search tab given in this forum as there are lot of sample termination letter available. Please do search this forum first starting up a thread.
From India, Bangalore
Acknowledge(0)Amend(0)
482From India, Bangalore
Acknowledge(0)Amend(0)
Hi mahesh, I have tried the search optionm however was not able to trace any privacy violation incident... Please advice.. Regards Sat
From Australia
Acknowledge(0)Amend(0)
From Australia
Acknowledge(0)Amend(0)
Hi, Mahesh
I am sending you a termination letter.
Date: June 4, 2007
To: Mr. X
Employee No. XXXX
Location: Project No. XXXX
From: HR Department
Subject: Termination
Dear Mr. X,
The (name of the company), as one of the leading companies here in the Middle East, hires field engineers who are trained and developed by the company in order for them to realize their full potential and be prepared for greater responsibilities.
Just like the many field engineer trainees in (name of the company), it is not unknown to you that we monitor everyone's training progress. We are saddened that your performance is below the standards set by the company for each employee.
Starting from your training period in (department), in (department), and (department), your performance reviews were not up to the mark in the following areas:
a. Potential
b. Performance
c. Dependability
d. Drive
In fabrication, you have minimal exposure to pressing and rolling, shearing, and burning. You even refused to undergo weld training, which is part of the training program. Furthermore, you did not engage in physical activities, resulting in a dismal performance rating.
In the ______________ Department, there is less effort on your part to gather experience and knowledge, which is against our expectations and requirements from all field engineers in (name of the company) as per company policy.
Lately, in the _______ project site where you are assigned, you showed up late on May xx, 200x despite efforts to reach you. The following day, you failed to report on duty with no explanation. Again, on June x, 2008, you failed to work with no reason at all. On June 3, 2008, you were late for an hour, and after 1:00 p.m. of the same day, you left your workplace without informing your supervisors.
Such unacceptable behavior undermines the credibility of this company to implement projects correctly, not to mention the inherent safety risks that may result from these actions. This constitutes a gross violation of company rules and regulations.
The aforementioned facts are consistent and evident of the lack of initiative and desire on your part to work, improve, and have a fruitful career with (name of the company) despite the many chances accorded to you as a field engineer trainee.
The (name of the company) has not been remiss in its duty to provide every opportunity for growth and the best support to all of its employees as much as possible. Still, it is the duty and responsibility of each employee to harness their full potential.
In this regard and with no other recourse left, we hereby terminate your contract with (name of the company) effective from the receipt hereof.
Xxxxx Xxxxxxxx
HR Manager
I understand & accept the same
(name of employee)
From India, Delhi
Acknowledge(0)Amend(0)
I am sending you a termination letter.
Date: June 4, 2007
To: Mr. X
Employee No. XXXX
Location: Project No. XXXX
From: HR Department
Subject: Termination
Dear Mr. X,
The (name of the company), as one of the leading companies here in the Middle East, hires field engineers who are trained and developed by the company in order for them to realize their full potential and be prepared for greater responsibilities.
Just like the many field engineer trainees in (name of the company), it is not unknown to you that we monitor everyone's training progress. We are saddened that your performance is below the standards set by the company for each employee.
Starting from your training period in (department), in (department), and (department), your performance reviews were not up to the mark in the following areas:
a. Potential
b. Performance
c. Dependability
d. Drive
In fabrication, you have minimal exposure to pressing and rolling, shearing, and burning. You even refused to undergo weld training, which is part of the training program. Furthermore, you did not engage in physical activities, resulting in a dismal performance rating.
In the ______________ Department, there is less effort on your part to gather experience and knowledge, which is against our expectations and requirements from all field engineers in (name of the company) as per company policy.
Lately, in the _______ project site where you are assigned, you showed up late on May xx, 200x despite efforts to reach you. The following day, you failed to report on duty with no explanation. Again, on June x, 2008, you failed to work with no reason at all. On June 3, 2008, you were late for an hour, and after 1:00 p.m. of the same day, you left your workplace without informing your supervisors.
Such unacceptable behavior undermines the credibility of this company to implement projects correctly, not to mention the inherent safety risks that may result from these actions. This constitutes a gross violation of company rules and regulations.
The aforementioned facts are consistent and evident of the lack of initiative and desire on your part to work, improve, and have a fruitful career with (name of the company) despite the many chances accorded to you as a field engineer trainee.
The (name of the company) has not been remiss in its duty to provide every opportunity for growth and the best support to all of its employees as much as possible. Still, it is the duty and responsibility of each employee to harness their full potential.
In this regard and with no other recourse left, we hereby terminate your contract with (name of the company) effective from the receipt hereof.
Xxxxx Xxxxxxxx
HR Manager
I understand & accept the same
(name of employee)
From India, Delhi
Acknowledge(0)Amend(0)
XXXXX/TERMN/10-11/01
Date: XX/XX/XXXX
To:
Mr. XXXXXXXX
Emp Code – XXXXX
XXXXXXX,
Tal – XXXXX,
Dist – XXXXXXXX.
Subject: Termination
This is in reference to your appointment letter. We draw your attention to clause no. XXX of the said letter. Accordingly, your services are hereby terminated at the close of working hours on XXXXday, XX/XX/XXXX. You are requested to hand over the Company's property, if any, to the HR Department immediately and then collect all dues from the Accounts Department.
For XXXXXXXXXXXXXXXXXXXX.
XXXXXXXXXXXXXXX
Manager - HR & Admin.
From India, Pune
Acknowledge(0)Amend(0)
Date: XX/XX/XXXX
To:
Mr. XXXXXXXX
Emp Code – XXXXX
XXXXXXX,
Tal – XXXXX,
Dist – XXXXXXXX.
Subject: Termination
This is in reference to your appointment letter. We draw your attention to clause no. XXX of the said letter. Accordingly, your services are hereby terminated at the close of working hours on XXXXday, XX/XX/XXXX. You are requested to hand over the Company's property, if any, to the HR Department immediately and then collect all dues from the Accounts Department.
For XXXXXXXXXXXXXXXXXXXX.
XXXXXXXXXXXXXXX
Manager - HR & Admin.
From India, Pune
Acknowledge(0)Amend(0)
Dear Is the employee permanent or temporary? With Regards Mobile : 9025792684.
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Dear,
This is to be mentioned that employees are either on the roll of the company or off the roll of the company. After that, a performance evaluation should be conducted before issuing a termination letter. The HR department should fill out a memorandum and then issue a warning letter. Following the warning letter, the termination letter should be given as the final stage of employee termination.
With Regards,
FAHEEM AKHTAR
MBA HR, LL.B (ADVOCATE)
HR MANAGER
EMAIL: hrcalix@gmail.com
From India, Delhi
Acknowledge(0)Amend(0)
This is to be mentioned that employees are either on the roll of the company or off the roll of the company. After that, a performance evaluation should be conducted before issuing a termination letter. The HR department should fill out a memorandum and then issue a warning letter. Following the warning letter, the termination letter should be given as the final stage of employee termination.
With Regards,
FAHEEM AKHTAR
MBA HR, LL.B (ADVOCATE)
HR MANAGER
EMAIL: hrcalix@gmail.com
From India, Delhi
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Termination letter.doc
Termination Policy _Appointment Letter.jpg