Hi Rathika,
you cannot terminate an employee without any intimation/warning/memo/notice & show cause. there are so many process are to be made before terminating one from the service.
1. you have to make a counselling to him. it should be in a manner to realise about his achievements, abilities and also his mistakes in a polite and soft manner.
2. if the same happend again, a letter of warning should be issued to him with obtaining his acknowledgement. you can also send it through registered post, email etc... if he refusing to acknowledge that when you are presenting him directly, that is also a discharge.
3. if the same happend again,a memo should be given it is also like the same of warning letter.
4. if the same happend again, a show cause notice should be issued. which contains the discharge in a detailed manner. it have to state clearly that an enquiry commission or enquiry officer appointed to enquire the discharges alleged on him.
NOTE; ALL THESE PROCESS SHOULD BE FILED WITH THE ACKNOWLEDGEMENT OF THE EMPLOYEE PROPERLY.
5, An enquiry officer should be appointed formally and propper appointment letter should be given to him. he might be an officer in the organisation or the lawyer of a company or any other person.
6. If he failed to appear show cause notice 2 & 3 should be sent by post with acknowledgment receipt it may be the legal notice of company lawyer. then only you can terminate him.
7. when he come to attend the enquiry, the enquiry officer has to decide honestly about the discharges. he can decide about termination or suspension or fine or any other thing.
8. if you failed to follow to do so you have to face legal action/notice from the Labour court / commissioner of labour/inspector of labour or inspector of factories etc...
so make it all as formall. Thanks.
Ravi shankar.S
From India, Madras
you cannot terminate an employee without any intimation/warning/memo/notice & show cause. there are so many process are to be made before terminating one from the service.
1. you have to make a counselling to him. it should be in a manner to realise about his achievements, abilities and also his mistakes in a polite and soft manner.
2. if the same happend again, a letter of warning should be issued to him with obtaining his acknowledgement. you can also send it through registered post, email etc... if he refusing to acknowledge that when you are presenting him directly, that is also a discharge.
3. if the same happend again,a memo should be given it is also like the same of warning letter.
4. if the same happend again, a show cause notice should be issued. which contains the discharge in a detailed manner. it have to state clearly that an enquiry commission or enquiry officer appointed to enquire the discharges alleged on him.
NOTE; ALL THESE PROCESS SHOULD BE FILED WITH THE ACKNOWLEDGEMENT OF THE EMPLOYEE PROPERLY.
5, An enquiry officer should be appointed formally and propper appointment letter should be given to him. he might be an officer in the organisation or the lawyer of a company or any other person.
6. If he failed to appear show cause notice 2 & 3 should be sent by post with acknowledgment receipt it may be the legal notice of company lawyer. then only you can terminate him.
7. when he come to attend the enquiry, the enquiry officer has to decide honestly about the discharges. he can decide about termination or suspension or fine or any other thing.
8. if you failed to follow to do so you have to face legal action/notice from the Labour court / commissioner of labour/inspector of labour or inspector of factories etc...
so make it all as formall. Thanks.
Ravi shankar.S
From India, Madras
Gents,
People management is not only about punishment, is fundamentally about getting people motivated and help them do their best for the company.
Just warning has same effect as of a father who only punishes his childrens but never try to understand what is motivating their possible bad behavior.
Sit down with him and offer your sincere help, he may be living serious personal or family problems that prevent him from showing up at work once awhile.
The fundamental role of HR is to take care of the key assets of any organization – people, and good judgment comes with experience!
You should do everything possible to understand what is really happening with him and possibly help him resolve. If he’s only taking advantage of his good performance, hence disciplinary actions may be required, but not necessarily terminating his employment, although this is also to be considered.
Hope this is of any help to you.
Regards,
Osvaldo
From Angola, Luanda
People management is not only about punishment, is fundamentally about getting people motivated and help them do their best for the company.
Just warning has same effect as of a father who only punishes his childrens but never try to understand what is motivating their possible bad behavior.
Sit down with him and offer your sincere help, he may be living serious personal or family problems that prevent him from showing up at work once awhile.
The fundamental role of HR is to take care of the key assets of any organization – people, and good judgment comes with experience!
You should do everything possible to understand what is really happening with him and possibly help him resolve. If he’s only taking advantage of his good performance, hence disciplinary actions may be required, but not necessarily terminating his employment, although this is also to be considered.
Hope this is of any help to you.
Regards,
Osvaldo
From Angola, Luanda
Hello,
I would like to add something.
The employee might be a very good performer but he has to be a good team player as well.
(Team player here I mean to say should abide by the policies which every employee is bound to follow.)
He should be given a warning and should make him aware of the consequences that might happen if he doesn't abide by the company policies.If he fails,even after knowing the consequences serious action (may be termination) needs to be taken.
From India
I would like to add something.
The employee might be a very good performer but he has to be a good team player as well.
(Team player here I mean to say should abide by the policies which every employee is bound to follow.)
He should be given a warning and should make him aware of the consequences that might happen if he doesn't abide by the company policies.If he fails,even after knowing the consequences serious action (may be termination) needs to be taken.
From India
hi radhika,
may be your employee is spoiling the norms but everyone loves own job....... so he must be facing a genuine problem so may be he hv no option than remaining absent....... talk to him once informally like friend n then resolve the issue...
Regards,
sarangauri
From India, Hyderabad
may be your employee is spoiling the norms but everyone loves own job....... so he must be facing a genuine problem so may be he hv no option than remaining absent....... talk to him once informally like friend n then resolve the issue...
Regards,
sarangauri
From India, Hyderabad
We should transfer him in another branch in different city,By this he can learn a leason of profesionalism. regards sourabh sanyal
From India, Delhi
1From India, Delhi
Hi,
Terminating is easy job for the Management. But can we terminate any one only on the base of his absenteesm for 3~4 days, Do our law permit this?? Well this is another part.
I do agree with totally with our Hr citerian that Discipline is above anything, hence I suggest rather talk to him and keep regular touch with his whereabout. You may find that there may be some reason for such action, It may also happen that Head of that department do not allow any one to take any leave, hence he take leave without permission.
Otherway, he knows that Management will not take any action as he is a good performer- in such case if your managemnt support - give him warning letter. otherway do also appriciate for his job and not taking leave (if in future he does so)
jitendra
From India, Haora
Terminating is easy job for the Management. But can we terminate any one only on the base of his absenteesm for 3~4 days, Do our law permit this?? Well this is another part.
I do agree with totally with our Hr citerian that Discipline is above anything, hence I suggest rather talk to him and keep regular touch with his whereabout. You may find that there may be some reason for such action, It may also happen that Head of that department do not allow any one to take any leave, hence he take leave without permission.
Otherway, he knows that Management will not take any action as he is a good performer- in such case if your managemnt support - give him warning letter. otherway do also appriciate for his job and not taking leave (if in future he does so)
jitendra
From India, Haora
Hey Simhan, Bingo.....you have caught our experts HR's comments and blogger on the spot. Ha ha ha ...This is indeed an assignment for the student and you are so correct in your observation.
Ukmitra
From Saudi Arabia, Riyadh
Ukmitra
From Saudi Arabia, Riyadh
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