Dear Seniors,
We are going to terminate one non performing employee.
We have given warning letter for improving his perfomance thismonth and also asked for explanation of his non perfomance. First week of this month we given warning letter and he submitted explanation.
In explanation he agreed improving his perfomance.
But till now he has not improved his perfomance.
So we are planning to degrade/terminate him at the end of this month.
What are the formalities of doing that.
I am doing this for the first time in my career as HR
Seniors please help me
Regards
Soju
From India, Kochi
We are going to terminate one non performing employee.
We have given warning letter for improving his perfomance thismonth and also asked for explanation of his non perfomance. First week of this month we given warning letter and he submitted explanation.
In explanation he agreed improving his perfomance.
But till now he has not improved his perfomance.
So we are planning to degrade/terminate him at the end of this month.
What are the formalities of doing that.
I am doing this for the first time in my career as HR
Seniors please help me
Regards
Soju
From India, Kochi
Dear Soju,
First and foremost.
Please try speaking to the employee on what is wrong with him/her and the organisation i.e analyze/try to get the reason and fix the reason.
If the employee is still not performing then issue him a second warning letter and and also get the feedback from his/her immediate head on the non performance and document the same.
also please note that you take a acceptance & acknowledgment letter from employee for his non performance.
After the documentation is complete you issue him a termination letter on non performance grounds (please refer to the termination clause of your company's appointment letter) .
If he/she is on probation, termination is not a problem on the non performance ground.
Also settle his
Rgds
SKT
From India, Pune
3First and foremost.
Please try speaking to the employee on what is wrong with him/her and the organisation i.e analyze/try to get the reason and fix the reason.
If the employee is still not performing then issue him a second warning letter and and also get the feedback from his/her immediate head on the non performance and document the same.
also please note that you take a acceptance & acknowledgment letter from employee for his non performance.
After the documentation is complete you issue him a termination letter on non performance grounds (please refer to the termination clause of your company's appointment letter) .
If he/she is on probation, termination is not a problem on the non performance ground.
Also settle his
Rgds
SKT
From India, Pune
Dear Soju,
First and foremost.
Please try speaking to the employee on what is wrong with him/her and the organisation i.e analyze/try to get the reason and fix the reason.
If the employee is still not performing then issue him a second warning letter and and also get the feedback from his/her immediate head on the non performance and document the same.
also please note that you take a acceptance & acknowledgment letter from employee for his non performance.
After the documentation is complete you issue him a termination letter on non performance grounds (please refer to the termination clause of your company's appointment letter) .
If he/she is on probation, termination is not a problem on the non performance ground.
Also settle his dues before he leaves.
Rgds
SKT
From India, Pune
First and foremost.
Please try speaking to the employee on what is wrong with him/her and the organisation i.e analyze/try to get the reason and fix the reason.
If the employee is still not performing then issue him a second warning letter and and also get the feedback from his/her immediate head on the non performance and document the same.
also please note that you take a acceptance & acknowledgment letter from employee for his non performance.
After the documentation is complete you issue him a termination letter on non performance grounds (please refer to the termination clause of your company's appointment letter) .
If he/she is on probation, termination is not a problem on the non performance ground.
Also settle his dues before he leaves.
Rgds
SKT
From India, Pune
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