We have an employee who is not performing since last few months. Management wants to terminate him. Even he realises his performance is low and may put down papers. Should we terminate him in such difficult times of COVID where he ll not get another job also..
As an HR, what should be my stand?
From India
As an HR, what should be my stand?
From India
Right now keep termination on hold.
Termination has to be done by following principles of natural justice.
When work at home is being done
Employee may not grt fair hearing or give a defence.
So hold on till virus is tackled and then tackle this employee
From India, Pune
3131Termination has to be done by following principles of natural justice.
When work at home is being done
Employee may not grt fair hearing or give a defence.
So hold on till virus is tackled and then tackle this employee
From India, Pune
Yes, this would certainly be a hasty action in the present troubled times. Even otherwise, the employer needs to follow the due process.
From India, Kochi
From India, Kochi
Dear Colleague,
I share the same view as others that the action for the time being be kept at the back burner.
At the same time, when we find such problematic cases, the usual mind set is to find fault with the person and not what went wrong. Are there other factors such as supervisor's responsibility, policies and procedures, job- person fit and any lack of enabling drivers in the work environment causing this problem? It is equally management's responsibility to satisfy first that all performance enabling work environment is made available to a worker before you come to decide imposing such severe punishment.
Besides enough opportunities need to be given on record to show improvement in performance.
If your decision is taken after considering above factors , it might be morally and legally right when implemented after this virus is off our head.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
I share the same view as others that the action for the time being be kept at the back burner.
At the same time, when we find such problematic cases, the usual mind set is to find fault with the person and not what went wrong. Are there other factors such as supervisor's responsibility, policies and procedures, job- person fit and any lack of enabling drivers in the work environment causing this problem? It is equally management's responsibility to satisfy first that all performance enabling work environment is made available to a worker before you come to decide imposing such severe punishment.
Besides enough opportunities need to be given on record to show improvement in performance.
If your decision is taken after considering above factors , it might be morally and legally right when implemented after this virus is off our head.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
20200320_Adviso ry MinistryOfLabou r-Not To Terminate-Emplo yeesOrReduceWag es.pdf