Hi Everyone,
I want to confirm from the experts and the experienced, does any organization possess the authority to ask an employee (who is a good performer) to leave the organization on the grounds of the excuse that the company is not making much profit? The company is ready to pay a 20-day notice period. Please suggest if anything can be done in this regard. Such a decision may ruin the career of someone.
Thanks in advance.
Regards, Kirti
From India, Delhi
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2I want to confirm from the experts and the experienced, does any organization possess the authority to ask an employee (who is a good performer) to leave the organization on the grounds of the excuse that the company is not making much profit? The company is ready to pay a 20-day notice period. Please suggest if anything can be done in this regard. Such a decision may ruin the career of someone.
Thanks in advance.
Regards, Kirti
From India, Delhi
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Hi Chawla.Kirti, the query is missing some details. Is he a contracted employee (does he have any contract of employment)? Is he in probationary status, meaning not a permanent employee yet? What is written in his/her appointment letter?
Retrenchment
In your query, I can see that this type of separation is called retrenchment: Retrenchment is the permanent termination of an employee’s services for economic reasons. This occurs on account of surplus staff, poor demand for products, general economic slowdown, etc. Retrenchment is mainly seen in plantations, agricultural services, forestry and logging, food products, manufacture of machinery, and cotton textile. The reasons pointed out behind retrenchment were mainly financial stringency and lack of demand for their products.
Other types of separation
Resignation, termination of contract, dismissal (two things: fired due to non-performance or dismissed due to misconduct), job abandonment (or AWOL), and layoff.
If he/she is a contracted employee, what is written in his/her contract? How many days notice of compensation? If probationary, the company has the authority to terminate an employee based on non-performance or any other reasons. If he/she is a permanent one, there should be a policy of notice of termination. Will he/she be the only one to be terminated or with the other team members as well? If he/she is performing well, I can suggest that HR may rethink to maximize his/her talents elsewhere. It's not easy to lose a good-performing employee. If HR can save him/her, it would be better for the company. HR must be strong—HR acts as a shield in the employer-employee relationship. Losing a good employee has a disadvantage—loss of time and money. Probably HR can transfer him/her to another project or department.
From Bangladesh, Dhaka
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Retrenchment
In your query, I can see that this type of separation is called retrenchment: Retrenchment is the permanent termination of an employee’s services for economic reasons. This occurs on account of surplus staff, poor demand for products, general economic slowdown, etc. Retrenchment is mainly seen in plantations, agricultural services, forestry and logging, food products, manufacture of machinery, and cotton textile. The reasons pointed out behind retrenchment were mainly financial stringency and lack of demand for their products.
Other types of separation
Resignation, termination of contract, dismissal (two things: fired due to non-performance or dismissed due to misconduct), job abandonment (or AWOL), and layoff.
If he/she is a contracted employee, what is written in his/her contract? How many days notice of compensation? If probationary, the company has the authority to terminate an employee based on non-performance or any other reasons. If he/she is a permanent one, there should be a policy of notice of termination. Will he/she be the only one to be terminated or with the other team members as well? If he/she is performing well, I can suggest that HR may rethink to maximize his/her talents elsewhere. It's not easy to lose a good-performing employee. If HR can save him/her, it would be better for the company. HR must be strong—HR acts as a shield in the employer-employee relationship. Losing a good employee has a disadvantage—loss of time and money. Probably HR can transfer him/her to another project or department.
From Bangladesh, Dhaka
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