I think it is too early to terminate an employee with just a short tenure. Everyone takes time to become familiar with the organization. In my opinion, he should not be terminated before the end of his probation period. As mentioned earlier, have a discussion with him and ask if there are any problems.
Normally, a new employee takes 3-4 months to become familiar with an organization.
Regards,
Rakesh
From India, Pune
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Normally, a new employee takes 3-4 months to become familiar with an organization.
Regards,
Rakesh
From India, Pune
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Dear all,
I am in agreement with Mr. Amol regarding the termination of probationers. The appointment letter must include provisions for the termination of a probationer without notice. It is important to note that a probationer is not a fresher but rather a skilled individual. Therefore, if an employee fails to perform efficiently during the probation period, it is advisable not to engage in a lengthy process and to proceed as Mr. Amol suggested.
Best of luck,
R.N. Pandey
Manager HR
From India, Ambala
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I am in agreement with Mr. Amol regarding the termination of probationers. The appointment letter must include provisions for the termination of a probationer without notice. It is important to note that a probationer is not a fresher but rather a skilled individual. Therefore, if an employee fails to perform efficiently during the probation period, it is advisable not to engage in a lengthy process and to proceed as Mr. Amol suggested.
Best of luck,
R.N. Pandey
Manager HR
From India, Ambala
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Dear Ms. Kajal,
Well said. Employees should not suffer. Being an HR professional, do the right recruitment. As Mr. Anil said, you should take care of your employees and employer. I know something happened with his immediate boss, and HR faced pressure to dismiss the person. Please follow the HR process to terminate the individual and communicate with his boss. Give him at least a month to understand the function.
Thanks and Regards,
Vishal Dixit
From United States
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Well said. Employees should not suffer. Being an HR professional, do the right recruitment. As Mr. Anil said, you should take care of your employees and employer. I know something happened with his immediate boss, and HR faced pressure to dismiss the person. Please follow the HR process to terminate the individual and communicate with his boss. Give him at least a month to understand the function.
Thanks and Regards,
Vishal Dixit
From United States
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Dear all,
I wish you all a happy new year.
With respect to the above case: he was employed on the 7th and terminated on the 28th due to poor performance.
In my opinion, a 20-day period is very short to assess the capabilities of a new employee. An employee typically takes a minimum of two months to acquaint themselves with the organization, its policies, etc.
If you are satisfied with his performance, it is advisable to issue a written warning for him to improve within the next two months at least. If there are no improvements, you can terminate his services without a one-month notice since no notice is required for probationers. Furthermore, a probationer is not entitled to demand reasons.
RL Dhingra, Advocate Labour Law Consultant, Delhi 9818309937 Email: rld_498@rediffmail.com
From India, Delhi
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26I wish you all a happy new year.
With respect to the above case: he was employed on the 7th and terminated on the 28th due to poor performance.
In my opinion, a 20-day period is very short to assess the capabilities of a new employee. An employee typically takes a minimum of two months to acquaint themselves with the organization, its policies, etc.
If you are satisfied with his performance, it is advisable to issue a written warning for him to improve within the next two months at least. If there are no improvements, you can terminate his services without a one-month notice since no notice is required for probationers. Furthermore, a probationer is not entitled to demand reasons.
RL Dhingra, Advocate Labour Law Consultant, Delhi 9818309937 Email: rld_498@rediffmail.com
From India, Delhi
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Dear all,
In my reply, some spelling mistakes have crept in. I don't know how. In the first paragraph, the last sentence should read as "an employee takes a minimum period of two months to acquaint himself with the organization and its policies."
In the next paragraph, it should read as "If you are not satisfied, inconvenience is regretted."
Thanks & regards,
RL Dhingra
Advocate, Labour Law Consultant
Delhi
9818309937
E-mail: rld_498@rediffmail.com
From India, Delhi
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In my reply, some spelling mistakes have crept in. I don't know how. In the first paragraph, the last sentence should read as "an employee takes a minimum period of two months to acquaint himself with the organization and its policies."
In the next paragraph, it should read as "If you are not satisfied, inconvenience is regretted."
Thanks & regards,
RL Dhingra
Advocate, Labour Law Consultant
Delhi
9818309937
E-mail: rld_498@rediffmail.com
From India, Delhi
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Dear friends,
Though generally, some firms' terms and conditions for appointment allow "termination without assigning any reason" during the probation period, it is not ethical to terminate any employee without following the prescribed procedure. In any case, natural justice will prevail. One has to arm oneself with proper documentation before initiating the termination process, whatever the reason may be.
Kumar.S.
From India, Bangalore
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Though generally, some firms' terms and conditions for appointment allow "termination without assigning any reason" during the probation period, it is not ethical to terminate any employee without following the prescribed procedure. In any case, natural justice will prevail. One has to arm oneself with proper documentation before initiating the termination process, whatever the reason may be.
Kumar.S.
From India, Bangalore
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