Hi, I'm working as an HR Executive in a startup where I deal with both the night shift and the day shift, but my shift is more like the UK shift.
Can anybody suggest what to do in the event of the termination of an employee? The issue is with an employee in Sales. This is the only time when she received a verbal warning and during the board meeting held for the sales team, she managed to achieve her targets. However, she has consistently demonstrated poor work ethics; for instance, she fails to send emails to me (HR) regarding her leaves, which is against our company policy, and she often disregards other standard policies.
In the most recent incident, she defied the Team Leader's instructions to handle the chats. As an HR personnel, I was not informed of her misconduct due to our differing shifts - she works the night shift while I work during the day, and I am the sole HR representative. Consequently, the management has decided to let her go. I have had the necessary conversation with her, but she is unwilling to resign and is instead requesting to be terminated. She has even asked for her termination papers via email.
I am relatively new to this role, with less than two years of experience, and I find myself in a situation where I need to communicate with her through email, ensuring that we do not have to pay three months' salary in lieu of notice. Can anyone provide advice on how to handle this situation?
From India, Noida
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Can anybody suggest what to do in the event of the termination of an employee? The issue is with an employee in Sales. This is the only time when she received a verbal warning and during the board meeting held for the sales team, she managed to achieve her targets. However, she has consistently demonstrated poor work ethics; for instance, she fails to send emails to me (HR) regarding her leaves, which is against our company policy, and she often disregards other standard policies.
In the most recent incident, she defied the Team Leader's instructions to handle the chats. As an HR personnel, I was not informed of her misconduct due to our differing shifts - she works the night shift while I work during the day, and I am the sole HR representative. Consequently, the management has decided to let her go. I have had the necessary conversation with her, but she is unwilling to resign and is instead requesting to be terminated. She has even asked for her termination papers via email.
I am relatively new to this role, with less than two years of experience, and I find myself in a situation where I need to communicate with her through email, ensuring that we do not have to pay three months' salary in lieu of notice. Can anyone provide advice on how to handle this situation?
From India, Noida
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Dear Rashmi,
No employer can simply terminate the services of an employee without observing the due process of law pertaining to disciplining misconduct just because at times he/she fails to obey the instructions of the superior. Similarly, just to avoid unpleasantness, the employer cannot insist on immediate resignation.
If the performance of the employee is good, she can be given proper counseling to mend her behavior towards her superiors and to follow the procedural formalities relating to her work to the satisfaction of the superior.
Instead, if you feel based on her past record that she is not amenable to counseling or the like, frame specific charges against her, conduct a domestic inquiry by affording her all reasonable opportunity, and then terminate her by means of a speaking order.
From India, Salem
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6108No employer can simply terminate the services of an employee without observing the due process of law pertaining to disciplining misconduct just because at times he/she fails to obey the instructions of the superior. Similarly, just to avoid unpleasantness, the employer cannot insist on immediate resignation.
If the performance of the employee is good, she can be given proper counseling to mend her behavior towards her superiors and to follow the procedural formalities relating to her work to the satisfaction of the superior.
Instead, if you feel based on her past record that she is not amenable to counseling or the like, frame specific charges against her, conduct a domestic inquiry by affording her all reasonable opportunity, and then terminate her by means of a speaking order.
From India, Salem
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HR Manual (Employee Hand Book).doc