Hello everyone,
I need help. I need to terminate three employees altogether for non-performance and indiscipline as approved by my boss. This is the first time in my role. How should I do this? What should I say? Please suggest.
Kangna
From India, Chandigarh
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I need help. I need to terminate three employees altogether for non-performance and indiscipline as approved by my boss. This is the first time in my role. How should I do this? What should I say? Please suggest.
Kangna
From India, Chandigarh
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Dear, Go ahead for a inquiry process. and than terminate them thanx Nagendra Singh 9810010845, 9910914673
From India, New Delhi
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From India, New Delhi
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Hai, Have u given any warning in written or oral,????????? If so ,then go head. Regards, Mukesh.
From India, Madras
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4From India, Madras
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Numbers of warnings have already been given. Two employees are in the probation period. An oral warning from the director has also been issued. The management has decided on this, but it will be communicated through me.
By God, I don't know why I am nervous! Please provide me with a dialogue to say as well.
Thanks,
Kangna
From India, Chandigarh
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By God, I don't know why I am nervous! Please provide me with a dialogue to say as well.
Thanks,
Kangna
From India, Chandigarh
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Hi,
Be very bold. It happens for the first time, be aggressive initially. Keep a proper productivity report, attendance report, and all supporting documents to pinpoint his fault. If there is an email from management or his superior stating his disobedience, etc.
All the very best.
Regards,
Mukesh.
From India, Madras
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Be very bold. It happens for the first time, be aggressive initially. Keep a proper productivity report, attendance report, and all supporting documents to pinpoint his fault. If there is an email from management or his superior stating his disobedience, etc.
All the very best.
Regards,
Mukesh.
From India, Madras
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All terminations must be preceded by a warning letter. However, if there is a serious violation of rules and regulations, the company has the right to give a summary dismissal after due process is observed.
It is the duty of the HR Manager to talk to the employee to explain the reasons behind it. To delegate this to a subordinate is somewhat irresponsible.
Attached is a sample of a termination letter. This is based on the original letter that I wrote.
From Saudi Arabia,
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It is the duty of the HR Manager to talk to the employee to explain the reasons behind it. To delegate this to a subordinate is somewhat irresponsible.
Attached is a sample of a termination letter. This is based on the original letter that I wrote.
From Saudi Arabia,
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Hi,
It's really embarrassing, but HR has to follow the same procedures. I have found myself in a similar situation just one day before, where I was instructed by the Managing Director to terminate someone without notice. The individual was in agreement due to being a trainee and still on probation.
To be honest, it's embarrassing... I encourage you to share your experience with everyone.
Thank you,
Tarun
From India, Lucknow
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It's really embarrassing, but HR has to follow the same procedures. I have found myself in a similar situation just one day before, where I was instructed by the Managing Director to terminate someone without notice. The individual was in agreement due to being a trainee and still on probation.
To be honest, it's embarrassing... I encourage you to share your experience with everyone.
Thank you,
Tarun
From India, Lucknow
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Dear,
For the probationer, you can terminate with one month's notice. For the permanent staff, you will have to go through the "Domestic Enquiry route".
Please note, "only the Appointing Authority can issue the termination letter". If you are not, you cannot.
It is better to seek specialist advice for termination, as you are affecting a person's career even if you have the best of reasons.
With Regards,
V. Sounder Rajan
VS Rajan Associates, Advocates & Notaries,
No.27, 1st Floor, Singapore Plaza,
No.164, Linghi Chetty Street,
Chennai - 600 001.
E-mail: rajanassociates@eth.net
Office: 044-42620864, 044-65874684,
Mobile: 98401 42164.
From India, Madras
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For the probationer, you can terminate with one month's notice. For the permanent staff, you will have to go through the "Domestic Enquiry route".
Please note, "only the Appointing Authority can issue the termination letter". If you are not, you cannot.
It is better to seek specialist advice for termination, as you are affecting a person's career even if you have the best of reasons.
With Regards,
V. Sounder Rajan
VS Rajan Associates, Advocates & Notaries,
No.27, 1st Floor, Singapore Plaza,
No.164, Linghi Chetty Street,
Chennai - 600 001.
E-mail: rajanassociates@eth.net
Office: 044-42620864, 044-65874684,
Mobile: 98401 42164.
From India, Madras
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On indiscipline bases, you can terminate them. Please take care if they are workers; in this case, please refer to the Factory Act, Model Standing Order, or the organization's certified standing order. For termination on indiscipline bases, you have to follow these steps:
1. Issue chargesheet
2. Appointment of an inquiry officer
3. Domestic inquiry
4. Show cause notice
5. Final verdict
Neeraj
From India, Madras
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1. Issue chargesheet
2. Appointment of an inquiry officer
3. Domestic inquiry
4. Show cause notice
5. Final verdict
Neeraj
From India, Madras
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Hi Rajan,
Thanks for the legal suggestion. Can you please suggest what the rules and regulations are for privately owned companies regarding termination? Are there any specific rules and regulations, or can someone be terminated as and when required? I believe that without an appointment letter, the director of the company can terminate an employee as needed. Do you agree with this, or what would be the best course of action?
Please reply.
Thanks,
Tarun
From India, Lucknow
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Thanks for the legal suggestion. Can you please suggest what the rules and regulations are for privately owned companies regarding termination? Are there any specific rules and regulations, or can someone be terminated as and when required? I believe that without an appointment letter, the director of the company can terminate an employee as needed. Do you agree with this, or what would be the best course of action?
Please reply.
Thanks,
Tarun
From India, Lucknow
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Dear [Director/Designation],
If the appointment order was issued by, for example, the General Manager (GM), then the GM can initiate disciplinary action. If that authority is non-existent, an equal authority may do so.
With Regards,
V. Sounder Rajan
VS Rajan Associates
Advocates & Notaries
No. 27, 1st Floor, Singapore Plaza,
No. 164, Linghi Chetty Street,
Chennai - 600 001.
Email: rajanassociates@eth.net
Office: 044-42620864, 044-65874684
Mobile: 98401 42164.
From India, Madras
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If the appointment order was issued by, for example, the General Manager (GM), then the GM can initiate disciplinary action. If that authority is non-existent, an equal authority may do so.
With Regards,
V. Sounder Rajan
VS Rajan Associates
Advocates & Notaries
No. 27, 1st Floor, Singapore Plaza,
No. 164, Linghi Chetty Street,
Chennai - 600 001.
Email: rajanassociates@eth.net
Office: 044-42620864, 044-65874684
Mobile: 98401 42164.
From India, Madras
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Dear Sir,
My point is that if somebody is working without an appointment letter, but casually if anybody as a director or manager wants to terminate them, what legal help is available for him/her to take, and how could they be saved from such an act by the management? Is there any specific rule or not? Please suggest.
Thank you,
Tarun
From India, Lucknow
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My point is that if somebody is working without an appointment letter, but casually if anybody as a director or manager wants to terminate them, what legal help is available for him/her to take, and how could they be saved from such an act by the management? Is there any specific rule or not? Please suggest.
Thank you,
Tarun
From India, Lucknow
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DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc