Hi..! Could anybody provide me format of termination letter due to the cost cutting? Regards, Jyo :icon1:
From India, Mumbai
2From India, Mumbai
hii Jyoti Could you tell the reason for which you want to issue termination letter. regards basant
From India
From India
Hi Basant,
Actually there are two reason : i.e.
1) Cost Cutting
2) Non performance of the employee
His performance was not good since he was woking with our organisation. But now we want to terminate him due to the cost cutting.
Regards,
Jyoti :icon1:
From India, Mumbai
Actually there are two reason : i.e.
1) Cost Cutting
2) Non performance of the employee
His performance was not good since he was woking with our organisation. But now we want to terminate him due to the cost cutting.
Regards,
Jyoti :icon1:
From India, Mumbai
Hi All,
Greetings for the day,
when you guys have planned to terminate any employee either for poor performance / cost cutting / no call no show..
First duscuss with the employee about the situation and make to understand then ask him to put down resignation letter, instead of we issue the termination letter to the employee..
because of the employer benefits we have no right to play with the employee career..
so, i appreciate not to terminate any employee from any organization, see tht employee will put donw the resignation letter.
Cheers
Satya Penubothu
From India, Hyderabad
Greetings for the day,
when you guys have planned to terminate any employee either for poor performance / cost cutting / no call no show..
First duscuss with the employee about the situation and make to understand then ask him to put down resignation letter, instead of we issue the termination letter to the employee..
because of the employer benefits we have no right to play with the employee career..
so, i appreciate not to terminate any employee from any organization, see tht employee will put donw the resignation letter.
Cheers
Satya Penubothu
From India, Hyderabad
Hi Jyothi,
I strongly support Satya.
Being in HR, we should understand the circumstances on either side, employee as well as employer.
Termination is given only when the situation is worst.
When it comes to poor performance / cost cutting situation, HR plays a roll as liaise between the Mgt and employee.
Should ensure that employee understand the situation and resigns the job.
There plays the real flair of HR.
Thanks & Regards,
N.L.N Swamy.:)
From India, Hyderabad
I strongly support Satya.
Being in HR, we should understand the circumstances on either side, employee as well as employer.
Termination is given only when the situation is worst.
When it comes to poor performance / cost cutting situation, HR plays a roll as liaise between the Mgt and employee.
Should ensure that employee understand the situation and resigns the job.
There plays the real flair of HR.
Thanks & Regards,
N.L.N Swamy.:)
From India, Hyderabad
Here are I m also agree with the Satya Penubothu, because before u issue termination letter there so many controversy will ariese. Madhukar
Hi Jyoti,
Being a HR you should discuss with the particular employee regading the situation, find out where he is lagging , wheather he needs any training to improve himself and give him/her one more chance to prove him/her self . Again fail to prove them self then u can go ahead with Termination procedure bcz u have given him enough chance. Here 1 Termination letter format.
Ragards
Anupama
From India, Coimbatore
Being a HR you should discuss with the particular employee regading the situation, find out where he is lagging , wheather he needs any training to improve himself and give him/her one more chance to prove him/her self . Again fail to prove them self then u can go ahead with Termination procedure bcz u have given him enough chance. Here 1 Termination letter format.
Ragards
Anupama
From India, Coimbatore
Hi,
S I do agree with satya .p as a HR Manager. Our role should be to liasoning between the Managemnt and he employee if such situation arises. I humbly request all HR personnel not to entertain this termination if the question of cost cutting arises as there are many more ways where an employer can do this cost cutting.
DONT ENTERTAIN EMPLOYEE TERMINATION
EXCEPT IN CASE OF CRIMINAL OFFENCE IF SO.
Shahida.R
HR Manager.
From India, Mumbai
S I do agree with satya .p as a HR Manager. Our role should be to liasoning between the Managemnt and he employee if such situation arises. I humbly request all HR personnel not to entertain this termination if the question of cost cutting arises as there are many more ways where an employer can do this cost cutting.
DONT ENTERTAIN EMPLOYEE TERMINATION
EXCEPT IN CASE OF CRIMINAL OFFENCE IF SO.
Shahida.R
HR Manager.
From India, Mumbai
Hi All,
I hope you guys would knowing about the process of Jetairways, they have given around 800 pink cards and very third day they have taken back the employees....if this is been hapen for the sake of tax excemption or for any other matters........if thisis hapen then fine to terminate or givng the pink card.....
if not i really appreciate / requesting to each and every individual Human Resources (right from Coordinator to VP HR) not to force the employee for termination untill unless there should be strong reason towards the employee. Even in such case take the resignation letter from the employee
Cheers
Satya Penubothu
Deputy General Manager - Human Resources
From India, Hyderabad
I hope you guys would knowing about the process of Jetairways, they have given around 800 pink cards and very third day they have taken back the employees....if this is been hapen for the sake of tax excemption or for any other matters........if thisis hapen then fine to terminate or givng the pink card.....
if not i really appreciate / requesting to each and every individual Human Resources (right from Coordinator to VP HR) not to force the employee for termination untill unless there should be strong reason towards the employee. Even in such case take the resignation letter from the employee
Cheers
Satya Penubothu
Deputy General Manager - Human Resources
From India, Hyderabad
I am looking for the termination letter for my BDM. He is in direct contact with the clients we handle but he is not replying to (owner of the outsourcing company). It was made clear to him that he cannot use personal mail id or any personal means to contact the clients.
Now i came to from his states that he is working as a BDM in some other company as well.
I have to terminate him before he do any more damage. please mail me the termination letter on
From India, Hyderabad
Now i came to from his states that he is working as a BDM in some other company as well.
I have to terminate him before he do any more damage. please mail me the termination letter on
From India, Hyderabad
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