Dear All,
Please let me have your expert views and solutions for the following case:
We terminated Mr. S in June 2013, yet he continues to represent the company in the field and projects himself as an employee to the vendors. He is accepting orders and sending them to his line manager as well.
In this scenario, please advise on how to make him understand that his services have been terminated and that he should not continue to represent the company to anyone.
Can we send him a warning notice? If so, it would be greatly appreciated if someone could provide me with the content of such a notice.
Many thanks!!!
Regards,
Deepali
From India, Mumbai
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1Please let me have your expert views and solutions for the following case:
We terminated Mr. S in June 2013, yet he continues to represent the company in the field and projects himself as an employee to the vendors. He is accepting orders and sending them to his line manager as well.
In this scenario, please advise on how to make him understand that his services have been terminated and that he should not continue to represent the company to anyone.
Can we send him a warning notice? If so, it would be greatly appreciated if someone could provide me with the content of such a notice.
Many thanks!!!
Regards,
Deepali
From India, Mumbai
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Deepali,
What does "He is also accepting all the orders and sending orders to his line manager as well" mean? Don't you have any official email ID to take orders? If yes, how can a terminated employee use an Official Email ID to accept the orders?
From India, Pune
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What does "He is also accepting all the orders and sending orders to his line manager as well" mean? Don't you have any official email ID to take orders? If yes, how can a terminated employee use an Official Email ID to accept the orders?
From India, Pune
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Dear All,
Please provide me with your expert views and solutions for the following case:
We terminated Mr. S in June 2013, but he continues to represent the company in the field, projecting himself as still being an employee to vendors. He is accepting orders and sending them to his line manager as well.
In this scenario, please advise on how to communicate to him that his services have been terminated and that he should not represent the company to anyone.
Is it appropriate to send him a warning notice? If so, could someone provide me with the content of such a notice?
Thank you in advance!
Regards,
Deepali
---
When we terminate an employee or when an employee resigns, we ensure the following on the last working day:
1. Ask the employee to return all business cards.
2. Request the employee to hand over any company property such as manuals, project information, Excel sheets, company ID card, etc. If the company has provided a mobile phone, that should also be returned. If the person uses only the company's SIM card, it should be handed over as well.
3. Instruct the IT team to change the passwords for any email accounts to which the employee had access. Some companies block the email account, while others change the password to inform clients of a new email address.
4. Provide the termination/relieving letter.
If you believe you have completed the termination process correctly and the terminated employee is still misusing company data, provide a written reminder of the company's separation policy and the consequences for violating it.
Thank you.
From India, Mumbai
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Please provide me with your expert views and solutions for the following case:
We terminated Mr. S in June 2013, but he continues to represent the company in the field, projecting himself as still being an employee to vendors. He is accepting orders and sending them to his line manager as well.
In this scenario, please advise on how to communicate to him that his services have been terminated and that he should not represent the company to anyone.
Is it appropriate to send him a warning notice? If so, could someone provide me with the content of such a notice?
Thank you in advance!
Regards,
Deepali
---
When we terminate an employee or when an employee resigns, we ensure the following on the last working day:
1. Ask the employee to return all business cards.
2. Request the employee to hand over any company property such as manuals, project information, Excel sheets, company ID card, etc. If the company has provided a mobile phone, that should also be returned. If the person uses only the company's SIM card, it should be handed over as well.
3. Instruct the IT team to change the passwords for any email accounts to which the employee had access. Some companies block the email account, while others change the password to inform clients of a new email address.
4. Provide the termination/relieving letter.
If you believe you have completed the termination process correctly and the terminated employee is still misusing company data, provide a written reminder of the company's separation policy and the consequences for violating it.
Thank you.
From India, Mumbai
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Dear Rupali,
Your Organisation will be well advised to issue a Public Notice through Leading News Papers to inform all concerned that " Mr So and So is no longer working with us and anyone dealing with him will do so at his/her own risk and consequences”
You may also issue warning to your staff who are accepting and processing the orders obtained by the said person and passed on to them.
U K Munshi
From India, Delhi
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Your Organisation will be well advised to issue a Public Notice through Leading News Papers to inform all concerned that " Mr So and So is no longer working with us and anyone dealing with him will do so at his/her own risk and consequences”
You may also issue warning to your staff who are accepting and processing the orders obtained by the said person and passed on to them.
U K Munshi
From India, Delhi
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Also you will need to inform all customers (and new ones if you get orders through him), that this particular employee has been terminated and they should not deal with him. Make sure they are given contact number of other employee who has taken over the territory from him.
You also need to check if any customer has made payments to him which you have not received.
From India, Mumbai
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You also need to check if any customer has made payments to him which you have not received.
From India, Mumbai
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Dear ukm
This is not a desirable option.
Just because a company has surplus money to splurge on publishing Public notice on newspapers; it does not mean that they should indulge in an act amounting to maligning a person.
Would it be OK if an aggrieved employee names the Company in a public or online forum or if he has the money to put up a notice in newspapers that he has left the company ?
Warm regards.
From India, Delhi
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This is not a desirable option.
Just because a company has surplus money to splurge on publishing Public notice on newspapers; it does not mean that they should indulge in an act amounting to maligning a person.
Would it be OK if an aggrieved employee names the Company in a public or online forum or if he has the money to put up a notice in newspapers that he has left the company ?
Warm regards.
From India, Delhi
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A related question on the effectiveness of this medium I will ask is: Does anyone read or bother with such adverts? Do the concerned customers read them? I do not remember reading any such advert in the last 5 years. Of the ones I read years back, I don't think I remembered the name after 10 minutes...
There are some circumstances under which it is required by law. But this is not one of those. Instead, an individual letter/email to each customer would be better. By the way, why would the employee continue getting you orders after termination?
From India, Mumbai
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There are some circumstances under which it is required by law. But this is not one of those. Instead, an individual letter/email to each customer would be better. By the way, why would the employee continue getting you orders after termination?
From India, Mumbai
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Dear Deepali,
It is strange that the ex-employee is diligently "accepting all the orders and sending orders to his line manager as well"; such services in gratis is a rare phenomenon. Perhaps the company is not interested in his orders and devising a commission/incentive plan as an Off-roll entity.
The best option under such circumstances would be to send internal mails to the parties concerned in his territory/field, who have prior dealings with the company or from whom orders have been received; indicating the change in the sales/marketing dept. and the Contact Details of the new person who has been assigned the responsibility.
Take it as a positive opportunity for customer relationship and service. You can draft your mail in the following manner:
"Dear XYZ (firm's name),
It gives us great pleasure to have been associated with you for quite a long time. Over the years of our relationship, we have tried our best to serve you by ............
We are happy to announce that we have made some changes in order to serve you better.
From now onwards, Mr. ......... (designation).... (contact details).. shall look after all your requirements ............. He will be the single point of contact for all your dealings with the company ......
We look forward to......"
Being vindictive towards an ex-employee will not serve any useful purpose for the company - apart from giving the message (in case of a public notice) that how vengeful the company is - it does not even spare its ex-employees.
Warm regards.
From India, Delhi
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It is strange that the ex-employee is diligently "accepting all the orders and sending orders to his line manager as well"; such services in gratis is a rare phenomenon. Perhaps the company is not interested in his orders and devising a commission/incentive plan as an Off-roll entity.
The best option under such circumstances would be to send internal mails to the parties concerned in his territory/field, who have prior dealings with the company or from whom orders have been received; indicating the change in the sales/marketing dept. and the Contact Details of the new person who has been assigned the responsibility.
Take it as a positive opportunity for customer relationship and service. You can draft your mail in the following manner:
"Dear XYZ (firm's name),
It gives us great pleasure to have been associated with you for quite a long time. Over the years of our relationship, we have tried our best to serve you by ............
We are happy to announce that we have made some changes in order to serve you better.
From now onwards, Mr. ......... (designation).... (contact details).. shall look after all your requirements ............. He will be the single point of contact for all your dealings with the company ......
We look forward to......"
Being vindictive towards an ex-employee will not serve any useful purpose for the company - apart from giving the message (in case of a public notice) that how vengeful the company is - it does not even spare its ex-employees.
Warm regards.
From India, Delhi
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Dear Sir,
Public Notice is to safe guard the interest of the organisation. One does not have to use derogatory language in the notice (you need not give the why of it. Just that he/ she no longer represents you). A mere notice does not amount to maligning. It also does not matter if any one reads it or not but if the company is dragged to court by someone due to some misdemeanour of the ex-employee, a Public notice will be the best evidence to disown any liability.
I am sure you would be aware that such notices are equally advisable (and may be mandatory) in case one wants to have a court marriage or even for changing one’s name.
U K Munshi
From India, Delhi
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Public Notice is to safe guard the interest of the organisation. One does not have to use derogatory language in the notice (you need not give the why of it. Just that he/ she no longer represents you). A mere notice does not amount to maligning. It also does not matter if any one reads it or not but if the company is dragged to court by someone due to some misdemeanour of the ex-employee, a Public notice will be the best evidence to disown any liability.
I am sure you would be aware that such notices are equally advisable (and may be mandatory) in case one wants to have a court marriage or even for changing one’s name.
U K Munshi
From India, Delhi
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Dear UKM,
I agree to the extent mentioned by you - to indemnify the company in case of any litigation or claim. Accordingly, the language should be drafted as such - polite, formal, and for informative purposes only.
You'll agree that many of such notices that one comes across are in a language that indicates as if the ex-employee is a convict-at-large or has committed a massive fraud or swindled the company. Under such circumstances, forget about getting another job; it is difficult for the employee to even face his family or friends.
Warm regards.
From India, Delhi
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I agree to the extent mentioned by you - to indemnify the company in case of any litigation or claim. Accordingly, the language should be drafted as such - polite, formal, and for informative purposes only.
You'll agree that many of such notices that one comes across are in a language that indicates as if the ex-employee is a convict-at-large or has committed a massive fraud or swindled the company. Under such circumstances, forget about getting another job; it is difficult for the employee to even face his family or friends.
Warm regards.
From India, Delhi
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Employee Warning Notice_Template _MH.doc