Hi Friends,
Mine is a pharmaceutical company, and I was told to terminate a candidate who is our field executive and is working with another company without informing us. So, my senior advised me to terminate that executive, but I haven't the proper termination format.
So, friends, I request all of you to please send a termination format/sample matter that suits terminating a pharmaceutical industry executive as it is needed urgently.
Awaiting your format.
Thanks,
From India, Mumbai
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4Mine is a pharmaceutical company, and I was told to terminate a candidate who is our field executive and is working with another company without informing us. So, my senior advised me to terminate that executive, but I haven't the proper termination format.
So, friends, I request all of you to please send a termination format/sample matter that suits terminating a pharmaceutical industry executive as it is needed urgently.
Awaiting your format.
Thanks,
From India, Mumbai
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Hi,
Some of tips before termination.
·Consider alternatives to termination in appropriate cases. Look for alternatives to discharge when you can. Termination is not always the appropriate disciplinary action. Oral and written warnings and suspensions can be viable alternatives. However, make sure you are consistent in your disciplinary actions with other employees for the same offense.
Give the employee an opportunity for corrective action before termination, where appropriate. Remember that you are trying to turn around inappropriate behavior and help the employee improve. Employee turnover is a significant cost to most employers, so you can save both money and headaches if you can redirect an employee who is performing below expectations.
From India, Hyderabad
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Some of tips before termination.
·Consider alternatives to termination in appropriate cases. Look for alternatives to discharge when you can. Termination is not always the appropriate disciplinary action. Oral and written warnings and suspensions can be viable alternatives. However, make sure you are consistent in your disciplinary actions with other employees for the same offense.
Give the employee an opportunity for corrective action before termination, where appropriate. Remember that you are trying to turn around inappropriate behavior and help the employee improve. Employee turnover is a significant cost to most employers, so you can save both money and headaches if you can redirect an employee who is performing below expectations.
From India, Hyderabad
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HI This is Tejesh, working as a HR in pharmacy company. Iam sending u the format of Termination Letter, which might be useful to u. regards Tejesh....
From India, Mumbai
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From India, Mumbai
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hi Frndz, Can you guys pls help me out in this matter I need a termination letter format, becuase of his continuous non perfomance
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Firstly, I need a termination letter format because he kept Co's money (salary of another person) with himself without informing his superiors.
Secondly, a format of a suspension letter (above person's superiors) for non-compliance of his duties including termination.
From India, Mumbai
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Secondly, a format of a suspension letter (above person's superiors) for non-compliance of his duties including termination.
From India, Mumbai
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Hi all,
My name is Esha, and I work with an MNC. Could anybody help me out by providing a format for a Termination Letter for disciplinary reasons? The reasons could include not following rules and procedures or any other grounds.
Regards,
Esha
From India, Gurgaon
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My name is Esha, and I work with an MNC. Could anybody help me out by providing a format for a Termination Letter for disciplinary reasons? The reasons could include not following rules and procedures or any other grounds.
Regards,
Esha
From India, Gurgaon
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Hi Esha,
Termination letters are prepared as per employee grounds. It is mentioned in the clause in the Appointment Letter that you will have to pay the employee the whole month's salary.
If you don't want the employee to come from the next day, settle their dues by paying them the salary until the date they have worked, along with their PF, Gratuity, and other dues.
I think there is a clause in labor law stating that the employer shall have the right to terminate the employee without a notice period in some cases like those mentioned below:
a) If he commits a fault resulting in a serious loss to the employer.
b) If he repeatedly disobeys the instructions of the employer, except in cases where the safety of laborers and security of work are required. In such cases, the repetition is not deemed a condition. However, in all circumstances, the provisions of the approved penalty regulations shall be observed.
c) If he/she has been convicted of a crime affecting honor, honesty, or morality.
d) If he/she commits an act against public morality in the workplace.
Regards,
Mukesh Sharma
From India, Delhi
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Termination letters are prepared as per employee grounds. It is mentioned in the clause in the Appointment Letter that you will have to pay the employee the whole month's salary.
If you don't want the employee to come from the next day, settle their dues by paying them the salary until the date they have worked, along with their PF, Gratuity, and other dues.
I think there is a clause in labor law stating that the employer shall have the right to terminate the employee without a notice period in some cases like those mentioned below:
a) If he commits a fault resulting in a serious loss to the employer.
b) If he repeatedly disobeys the instructions of the employer, except in cases where the safety of laborers and security of work are required. In such cases, the repetition is not deemed a condition. However, in all circumstances, the provisions of the approved penalty regulations shall be observed.
c) If he/she has been convicted of a crime affecting honor, honesty, or morality.
d) If he/she commits an act against public morality in the workplace.
Regards,
Mukesh Sharma
From India, Delhi
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