Hi,
I need anyone's advice on how I can terminate my employee for misbehaving,she would sometimes absent from work with late notice or one time without even a notice. I have given her verbal warning and yesterday she left work 6hrs early because she felt like we did not value her work because we were complimenting this other employee of how good he was. She made it sound like we do not appreciate her hard work but honestly she has not been following the standard procedures at all. She have been working for about 3months now on a probation status. So Any legal advice on how I can terminate her? Thank you in advance!
From Philippines, Manila
I need anyone's advice on how I can terminate my employee for misbehaving,she would sometimes absent from work with late notice or one time without even a notice. I have given her verbal warning and yesterday she left work 6hrs early because she felt like we did not value her work because we were complimenting this other employee of how good he was. She made it sound like we do not appreciate her hard work but honestly she has not been following the standard procedures at all. She have been working for about 3months now on a probation status. So Any legal advice on how I can terminate her? Thank you in advance!
From Philippines, Manila
Hi, This also depends upon, in what cadre she is working. If she is in workmen cadre, identify her issues related to work station, initiate enquiry & take necessary action. Regards, Rahul Bagale
From Korea
2From Korea
If the management ( Even her immediate boss ) thinks that she is not worthy please make sure that it's time to say Good Bye to her.
Start giving warning in written letters only through the immediate boss alongwith reference to oral warning.
Give her time to improve her behaviour / attitude if she fails to do; ask her in writing why her services in probation period should not be terminated ?
Based on her reply you can take further actions.
From India, Pune
Start giving warning in written letters only through the immediate boss alongwith reference to oral warning.
Give her time to improve her behaviour / attitude if she fails to do; ask her in writing why her services in probation period should not be terminated ?
Based on her reply you can take further actions.
From India, Pune
Dear Friend,
What your HR policy says about indiscipline? Do not entertine indiscipline in the organisation. As you rightly warned her orally, but initiate disciplinary action by issuing show cause noticve for late coming, early going without permission, remaining abent without prior permisssion or sanction of leave, disorderly behaviour, insubordination etc. Build up records. If she is in officer cadre, look at the terms of the appointment order and initiate appropriate disciplinary action. Call for her explanation on each count. If the charges are severe, conduct and impartial domestic enquiry and based on the findings of the enquiry, intiate action proportionate to her misconduct.
Courts always look for documentary evidence and also looks for fair play.
Hope you will look at all these aspects before initiating any actions.
G.K.Manjunath,
Sr. Manager-HR
From India, Bangalore
What your HR policy says about indiscipline? Do not entertine indiscipline in the organisation. As you rightly warned her orally, but initiate disciplinary action by issuing show cause noticve for late coming, early going without permission, remaining abent without prior permisssion or sanction of leave, disorderly behaviour, insubordination etc. Build up records. If she is in officer cadre, look at the terms of the appointment order and initiate appropriate disciplinary action. Call for her explanation on each count. If the charges are severe, conduct and impartial domestic enquiry and based on the findings of the enquiry, intiate action proportionate to her misconduct.
Courts always look for documentary evidence and also looks for fair play.
Hope you will look at all these aspects before initiating any actions.
G.K.Manjunath,
Sr. Manager-HR
From India, Bangalore
As her probation period is completed so make her a performance latter for her last 3 months, and write that you have been seen as not following the standerds so you need to improve your performance or else you can be terminated.
From India, Delhi
From India, Delhi
Do you have a fixed period of probation for all employees? if yes, has she completed it? In any case as you have not confirmed her, you can give her a final written warning citing reference to earlier verbal warning and give her a specific time frame to improve and that if she does not improve, her services are liable to be terminated. Before you give this written warning, please also inform her that due to her absenteesm/late coming, her probation has been extended for another one month.
From India, Thrissur
From India, Thrissur
Nothing works verbally...everthing should be in documentation that will be worthful..
And I agree with Mr.Manjunath.Do ur co. follows this policy discilplinary rules.
For ex.,In one of the co,If somebody did not come office upto 3 days without informing about her leaves then the co.can issue warning letter and if she repeats the same thing then absconding letter will be sent to her.
So,all depends on your policy.
From India, Hyderabad
And I agree with Mr.Manjunath.Do ur co. follows this policy discilplinary rules.
For ex.,In one of the co,If somebody did not come office upto 3 days without informing about her leaves then the co.can issue warning letter and if she repeats the same thing then absconding letter will be sent to her.
So,all depends on your policy.
From India, Hyderabad
As she is in probationary period so discountinue her service for insufficient performance. Do not go for disciplinary action then you have to follow long procedure and if any process found with little fault then you will face problem even she is dismissed for her misbehavior but you have to reappoint again by the court.
From Bangladesh, Dhaka
From Bangladesh, Dhaka
Hi there,
Should you be facing a behavior problem with one your staff, please ensure the following:
1. This behavior does not jeopardize the business “organization image”
2. This behavior does not jeopardize employees
3. Sources of this behavior –i.e is there any outer reasons provokes this behavior
4. Is the behavior considered a misconduct according to HR manual and code of ethics
Once you have conducted your investigation then the following is to be followed
1. An informal interview with the employee to draw their attention to their behavior and offer advice on ways to change it – if there are no change
2. There should be a formal interview with an official memo given to employee drawing their attention to their behavior
3. Should there be any complaint a formal warning letter to be given and confrontation between the misbehaving employee and person complaining – take the time to listen to both sides before confrontation (the confrontation should be unscheduled – no rehearsal for either parties)
4. Then a second warning letter is to be issued in the presence of high management
5. If there is no change the following is to be done
· Give them 3 months notice of termination to allow them to find job.
· To be given letter of termination of service immediately with no notice you don’t want an angry employee causing damage. Preferably A security person to ensure handover all the work and the employee is escorted outside the premises in the same day of termination.
From Oman, Muscat
Should you be facing a behavior problem with one your staff, please ensure the following:
1. This behavior does not jeopardize the business “organization image”
2. This behavior does not jeopardize employees
3. Sources of this behavior –i.e is there any outer reasons provokes this behavior
4. Is the behavior considered a misconduct according to HR manual and code of ethics
Once you have conducted your investigation then the following is to be followed
1. An informal interview with the employee to draw their attention to their behavior and offer advice on ways to change it – if there are no change
2. There should be a formal interview with an official memo given to employee drawing their attention to their behavior
3. Should there be any complaint a formal warning letter to be given and confrontation between the misbehaving employee and person complaining – take the time to listen to both sides before confrontation (the confrontation should be unscheduled – no rehearsal for either parties)
4. Then a second warning letter is to be issued in the presence of high management
5. If there is no change the following is to be done
· Give them 3 months notice of termination to allow them to find job.
· To be given letter of termination of service immediately with no notice you don’t want an angry employee causing damage. Preferably A security person to ensure handover all the work and the employee is escorted outside the premises in the same day of termination.
From Oman, Muscat
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20200320_Adviso ry MinistryOfLabou r-Not To Terminate-Emplo yeesOrReduceWag es.pdf