What is the industry you are in? How many employees are employed, age profile, how long your company exists, and turnover details are fundamentally required to give any advice on this subject. In a strict sense, a layoff is a temporary suspension from employment, and what you actually mean may be a permanent handshake. Reducing manpower is a different subject, and sending out people based on performance is also a different subject.
Sivasankaran
From India, Chennai
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412Sivasankaran
From India, Chennai
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Hi,
To proceed with a slow layoff, the idea of removing employees based on poor performance is now yours. However, there are judgments and directions for removals. The last man to go first means that recently joined employees with lesser service should be at the top of the removals list, while older employees with more service should be retained in order of priority. Everything should be done while serving a notice and briefing the company's facts. Unless poor performance is addressed, it cannot be solely based on your wishes. No one can deny your company's financial status and the necessity for retrenchment. Please obtain permission from the labor department to legally carry out your company's layoff.
Another important point to consider is the saying, "If you want to kill a dog, call it a mad dog." It is advised not to follow such old, crude methods. The universally accepted legal procedure is to obtain permissions from the labor department for the layoff and to follow the last man first go procedure.
OK, all the best Swethaji
From India, Nellore
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To proceed with a slow layoff, the idea of removing employees based on poor performance is now yours. However, there are judgments and directions for removals. The last man to go first means that recently joined employees with lesser service should be at the top of the removals list, while older employees with more service should be retained in order of priority. Everything should be done while serving a notice and briefing the company's facts. Unless poor performance is addressed, it cannot be solely based on your wishes. No one can deny your company's financial status and the necessity for retrenchment. Please obtain permission from the labor department to legally carry out your company's layoff.
Another important point to consider is the saying, "If you want to kill a dog, call it a mad dog." It is advised not to follow such old, crude methods. The universally accepted legal procedure is to obtain permissions from the labor department for the layoff and to follow the last man first go procedure.
OK, all the best Swethaji
From India, Nellore
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ID act central Rules 1957 Rule no.77 seniority list to be prepared before removal. LAST COME FIRST GO. IS THE PRINCIPLE OF retrenchment. ALL LAYOFF S WILL BE PACIFIED THROUGH RETRENCHMENT ONLY.
From India, Nellore
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From India, Nellore
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Saddar workshop employees vs Employer(1980)11LLJ 124(SC)CASE
From India, Nellore
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From India, Nellore
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Dear Shweta,
Please refer to the appointment letters issued to each employee upon joining your organization. If there is a clause stating any notice period for termination, you may proceed with it. Alternatively, you may refer to the Standing Orders, if applicable to your establishment, for employees whom you would like to release from the company.
Please choose one of the above options to streamline the process for excess or underperforming employees. Undoubtedly, during the rationalization of manpower, there may be panic among all employees. However, as an HR professional, you should organize motivational training sessions, provide sufficient timelines, and then execute the process, which will yield positive results.
In addition, many of our colleagues in this forum have shared insights on the processes of retrenchment and layoffs. These processes can be complex and may result in delays in outcomes.
From India, Telangana
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Please refer to the appointment letters issued to each employee upon joining your organization. If there is a clause stating any notice period for termination, you may proceed with it. Alternatively, you may refer to the Standing Orders, if applicable to your establishment, for employees whom you would like to release from the company.
Please choose one of the above options to streamline the process for excess or underperforming employees. Undoubtedly, during the rationalization of manpower, there may be panic among all employees. However, as an HR professional, you should organize motivational training sessions, provide sufficient timelines, and then execute the process, which will yield positive results.
In addition, many of our colleagues in this forum have shared insights on the processes of retrenchment and layoffs. These processes can be complex and may result in delays in outcomes.
From India, Telangana
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It is itself an alarm and is always a very difficult situation to handle for both employer and employees. The dismissal of employees on the grounds of non-performance is never an easy one to take, but you must follow the terms of employment/appointment letter agreed upon by both parties during proceedings.
Many seniors have provided you with the best solutions and suggestions for your concern above. You also have to follow the directions given by your management, so you may first consider the employment conditions and later speak to management for the best possible options as soon as possible.
From India, Gurgaon
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Many seniors have provided you with the best solutions and suggestions for your concern above. You also have to follow the directions given by your management, so you may first consider the employment conditions and later speak to management for the best possible options as soon as possible.
From India, Gurgaon
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Layoff is the clear management of profit and loss of any company. To stay within the budget and cut expenses and overheads, this is done. However, most major corporations do plan for this. (Not a pink slip move, other than that). You can add some benefits associated with their compensation and ask employees who would like to relocate themselves or re-shuffle through internal job postings. In the event that nothing works out, you always have the choice to decide whom you wish to keep on the payroll. Providing sufficient prior notice not only helps but also saves those who have worked for you and their families. Thanks.
From India
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From India
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