Dear Alicia ,
She is at fault and nothing stops you from terminating her services. You have all the supporting data and a valid reason.
At the most you can offer her an outplacement and support during the job transition.
She is not been accommodating in terms of behavioural issues. Insubordination is an enough reason , here. However, is there any cause responsible for it?
Your employee's mental environment is definitely not your responsibility, but what have been your observation about her response. Why does she not change herself, even on the verge of losing the job? Why is she continuously so uninterested ?
Managing difficult employees is a skill. Suggest you consider that, as you manage her transition to a new role.
From India, Mumbai
1859She is at fault and nothing stops you from terminating her services. You have all the supporting data and a valid reason.
At the most you can offer her an outplacement and support during the job transition.
She is not been accommodating in terms of behavioural issues. Insubordination is an enough reason , here. However, is there any cause responsible for it?
Your employee's mental environment is definitely not your responsibility, but what have been your observation about her response. Why does she not change herself, even on the verge of losing the job? Why is she continuously so uninterested ?
Managing difficult employees is a skill. Suggest you consider that, as you manage her transition to a new role.
From India, Mumbai
Dear (Cite Contribution),
Thanks for your advice.
Actually being a public site, I did not want to discuss much on this issue. She has too many personal problems, where she cannot adjust with her family members. I have tried my level best to accommodate her but she is not showing any improvement - It is very sad to terminate any employee, but I have to see both the sides, i.e. employer and the employees. I even get involved in their personal family problems, if they require, but in this case, i could not do much, as she is very adamant.
Regards,
From India, Pune
Thanks for your advice.
Actually being a public site, I did not want to discuss much on this issue. She has too many personal problems, where she cannot adjust with her family members. I have tried my level best to accommodate her but she is not showing any improvement - It is very sad to terminate any employee, but I have to see both the sides, i.e. employer and the employees. I even get involved in their personal family problems, if they require, but in this case, i could not do much, as she is very adamant.
Regards,
From India, Pune
Dear ALICIAGR,
My opinion in your case as:
1) First you have to make documentation for her terminating process.
2) Issue memo, warning letters for all her misconduct.
3) Then Issue Charge Sheet to her on which you have to conduct enquiry.
4) For conducting enquiry you should appoint enquiry officer along with management trainee under standing order act 1947.
5) Then proceed management witness's statement in enquiry.
6) Give her chance to produce any proof that which is against the charge sheet issue by us.
7) Then enquiry officer submit the enquiry report to management.
8) Now management is free to terminate her service.
With Regards,
Vineet Deshmukh
From India, Yavatmal
My opinion in your case as:
1) First you have to make documentation for her terminating process.
2) Issue memo, warning letters for all her misconduct.
3) Then Issue Charge Sheet to her on which you have to conduct enquiry.
4) For conducting enquiry you should appoint enquiry officer along with management trainee under standing order act 1947.
5) Then proceed management witness's statement in enquiry.
6) Give her chance to produce any proof that which is against the charge sheet issue by us.
7) Then enquiry officer submit the enquiry report to management.
8) Now management is free to terminate her service.
With Regards,
Vineet Deshmukh
From India, Yavatmal
Dear Seniors,
Thanks to all for your suggestions.
After giving her a choice to either resign or terminate, she has opted to resign, as we had made her understand that termination may hamper her for getting jobs in future. Yesterday before leaving the office we made her resign, which she did. We have asked her to sit at home during the notice period of one month with pay, so that she can hunt for another job.
Thanks once again for all your support.
Regards,
ALICIAGR.
From India, Pune
Thanks to all for your suggestions.
After giving her a choice to either resign or terminate, she has opted to resign, as we had made her understand that termination may hamper her for getting jobs in future. Yesterday before leaving the office we made her resign, which she did. We have asked her to sit at home during the notice period of one month with pay, so that she can hunt for another job.
Thanks once again for all your support.
Regards,
ALICIAGR.
From India, Pune
Dear Aliciagr,
As per my suggestion and if you want to follow the company policy then you should firstly issue her non performance letter and give her one/three month time for improving her performance. Then as per her performance you can directly take action.
Thanks and Regards
Mahendra Patole
HR Exectutive
From India, Mumbai
As per my suggestion and if you want to follow the company policy then you should firstly issue her non performance letter and give her one/three month time for improving her performance. Then as per her performance you can directly take action.
Thanks and Regards
Mahendra Patole
HR Exectutive
From India, Mumbai
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