My further question to you will be--did management point out that the figures are incorrect and give him a clear chance to improve??
What was the reason for wrong figures being quoted-lack of knowledge and/or casual attitude?
Was wrong info being given to manager X by subordinates or other departments?
Termination is always easy if you follow procedure but it would be enlightening to know reasons for the failure of the manager.
Is the failure an individual problem or a system failure in collating correct information??
This is vital for improvement.
From India, Pune
3131What was the reason for wrong figures being quoted-lack of knowledge and/or casual attitude?
Was wrong info being given to manager X by subordinates or other departments?
Termination is always easy if you follow procedure but it would be enlightening to know reasons for the failure of the manager.
Is the failure an individual problem or a system failure in collating correct information??
This is vital for improvement.
From India, Pune
Dear Sam,
Repeated wrong reporting should follow at least two warnings to the employee to make him aware of his faults or to defend his position, if he is treated as having lost trust and confidence. The employee can also be made subject to disciplinary action, if he willfully does such mistakes.
It is easy to terminate him on any ground other than loss of trust and confidence, but if he approaches a court of law, the management may not be able to prove at least the loss of trust., if not already warned adequately for his misdeeds. In that case, if court orders for his reinstatement in service, the management can always feel let down before its own employee.
From India, Delhi
Repeated wrong reporting should follow at least two warnings to the employee to make him aware of his faults or to defend his position, if he is treated as having lost trust and confidence. The employee can also be made subject to disciplinary action, if he willfully does such mistakes.
It is easy to terminate him on any ground other than loss of trust and confidence, but if he approaches a court of law, the management may not be able to prove at least the loss of trust., if not already warned adequately for his misdeeds. In that case, if court orders for his reinstatement in service, the management can always feel let down before its own employee.
From India, Delhi
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No Due Certificate.doc
Termination-emp loyment_563.pdf