I work in a small IT concern with 12 employees, as I handle the HR we now have a situation. One of the employees who we hired last 2 months back who is in probation is not showing up to work on time, no information when he takes leave, we have to call several times to check whether he is reporting to office. We tired all means by explaining how critical the projects are, deadlines, the reason we hired him etc. But he is least bothered. How should we handle the situtation now? Please also advise how we can terminate this employee as his work is not upto what we expected for his experience. During interview we said we will see your performance for 3 months, now its like we are giving training to him for each and everything.
From Singapore, Singapore
From Singapore, Singapore
Dear member,
Have you issued an appointment letter to the employee? If yes, then what are the terms of separation?
As far as underperformance is concerned, have you issued a warning letter on what count there was underperformance?
As far as unauthorised absence from duties is concerned, have you issued him a warning letter not to be absent unless his leave is approved by the reporting manager?
If the warning letter(s) are not issued, then issue him a show-cause notice. In the show-cause notice, write clearly that if the justification for the misconduct is not satisfactory, then your company reserves the right to initiate disciplinary action against him.
If the explanation is not satisfactory or if the explanation itself is not received, then you may terminate the services of the employee.
Thanks,
Dinesh Divekar
From India, Bangalore
7879Have you issued an appointment letter to the employee? If yes, then what are the terms of separation?
As far as underperformance is concerned, have you issued a warning letter on what count there was underperformance?
As far as unauthorised absence from duties is concerned, have you issued him a warning letter not to be absent unless his leave is approved by the reporting manager?
If the warning letter(s) are not issued, then issue him a show-cause notice. In the show-cause notice, write clearly that if the justification for the misconduct is not satisfactory, then your company reserves the right to initiate disciplinary action against him.
If the explanation is not satisfactory or if the explanation itself is not received, then you may terminate the services of the employee.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Mr Dinesh Divekar,
Thank you for your reply. We have not issued any of the warnings in writings. All the while we were trying to reach him over the phone and convey the message. We would sure proceed with the show-cause notice as advised. Thank you!
From Singapore, Singapore
Thank you for your reply. We have not issued any of the warnings in writings. All the while we were trying to reach him over the phone and convey the message. We would sure proceed with the show-cause notice as advised. Thank you!
From Singapore, Singapore
Dear member,
While issuing a show-cause notice, do not send it by email but a hard copy by Speed Post. Attach the receipt and also acknowledge from the post office to the duplicate copy of the show cause notice. You need to have proof of your correspondence.
Thanks,
Dinesh Divekar
From India, Bangalore
While issuing a show-cause notice, do not send it by email but a hard copy by Speed Post. Attach the receipt and also acknowledge from the post office to the duplicate copy of the show cause notice. You need to have proof of your correspondence.
Thanks,
Dinesh Divekar
From India, Bangalore
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Employee Performance.pdf