Hi,
I come up a incident where a employee been hired in the month of 3rd and joined on 4th of my and he been fired on 27th of may under non performance.
And employee been asked to leave the company through the consultant through whom he been referred.
Kindly quit what can be done. In this case
From India, Mumbai
I come up a incident where a employee been hired in the month of 3rd and joined on 4th of my and he been fired on 27th of may under non performance.
And employee been asked to leave the company through the consultant through whom he been referred.
Kindly quit what can be done. In this case
From India, Mumbai
Hi,
I come up a incident where a employee been hired in the month of 3rd May and joined on 4th of may and he been fired on 27th of may under non performance.
employee been asked to leave the company through the consultant
Kindly guide what can be done in this case
From India, Mumbai
I come up a incident where a employee been hired in the month of 3rd May and joined on 4th of may and he been fired on 27th of may under non performance.
employee been asked to leave the company through the consultant
Kindly guide what can be done in this case
From India, Mumbai
Dear friend,
Have you raised this query from employer side or employee side?
In most of the cases, when the job candidate is selected, he/she is put on probation for a period of three or six months. During probation, employers reserve the right to terminate the services with just a day's notice. These conditions are mentioned in the appointment letter. Therefore, check the appointment letter of the terminated employee.
If the employee's services were terminated in just 24 days then this is purely a recruitment failure. It only goes on to show that company had a wrong hire. Anyway, it is a different matter.
Thanks,
Dinesh Divekar
From India, Bangalore
7879Have you raised this query from employer side or employee side?
In most of the cases, when the job candidate is selected, he/she is put on probation for a period of three or six months. During probation, employers reserve the right to terminate the services with just a day's notice. These conditions are mentioned in the appointment letter. Therefore, check the appointment letter of the terminated employee.
If the employee's services were terminated in just 24 days then this is purely a recruitment failure. It only goes on to show that company had a wrong hire. Anyway, it is a different matter.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Dinesh ji,
Though there is a clause in the appointment letter to fire an employee with no notice / one day notice etc. during the probation period, I would say that if the company fires any employee before completion of probation period on the ground of non performance (with or without notice) then such firing is not appropriate and the same is unjust.
This is because, you take an employee on probation for three or six months. Employee joins you leaving is job in hand. During this probation you judge him, assess his performance, see his suitability of employment to you etc. etc.
Without allowing him to complete his tenure of probation how you can say that you judged him, you assessed him in all parameters? Is it fair?
In cricket match you allow batsmen to complete the mandatory overs.
These are my views. It is purely an academic discussion. HR fraternity should think on this.
The fired will not go for litigation in such circumstances, generally.
From India, Mumbai
Though there is a clause in the appointment letter to fire an employee with no notice / one day notice etc. during the probation period, I would say that if the company fires any employee before completion of probation period on the ground of non performance (with or without notice) then such firing is not appropriate and the same is unjust.
This is because, you take an employee on probation for three or six months. Employee joins you leaving is job in hand. During this probation you judge him, assess his performance, see his suitability of employment to you etc. etc.
Without allowing him to complete his tenure of probation how you can say that you judged him, you assessed him in all parameters? Is it fair?
In cricket match you allow batsmen to complete the mandatory overs.
These are my views. It is purely an academic discussion. HR fraternity should think on this.
The fired will not go for litigation in such circumstances, generally.
From India, Mumbai
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