Business Development Manager isn't working upto the mark kept him in PIP program gave him chance to improve his performance still the same CEO said we will terminate him stating the reason of nonperformance and impunctuality. Can we cut his 50% payment due to nonperformance? The company is in loss as employee didn't perform at all just doing TP all day in the office. Doing visits for attendance purposes.
From India, Mumbai
From India, Mumbai
Dear Colleague,
When a Talent is found to be misfit despite all your effort, then why do you go for mode of 50% salary cut etc which will further demotivate and badly impact on his performance. Best is to put under PIP, document his performance gaps and use the Termination clause, pay notice pay and wind up employment contract. But do with all inner conscience and have your own assessment about his performance before you proceed for the action. Unless the performers are there company will further go negative in financials hence, it is required to reduce non-performers with all required steps like PIP, Documentation and going as per Termination Clause of Appointment Order
From India, Chennai
309When a Talent is found to be misfit despite all your effort, then why do you go for mode of 50% salary cut etc which will further demotivate and badly impact on his performance. Best is to put under PIP, document his performance gaps and use the Termination clause, pay notice pay and wind up employment contract. But do with all inner conscience and have your own assessment about his performance before you proceed for the action. Unless the performers are there company will further go negative in financials hence, it is required to reduce non-performers with all required steps like PIP, Documentation and going as per Termination Clause of Appointment Order
From India, Chennai
Once a person is working for you, you need to pay the contracted salary.
If he was only sitting in office not doing the work, his manager, CEO, HR someone should have noted and taken him to task. If he is not w0rking why did you wait so long to terminate him?
If you have proof and can sustain it in a Domestic Enquiry, then perhaps (just perhaps) it may be justified. However, in most cases the efforts are not worth the trouble.
From India, Mumbai
If he was only sitting in office not doing the work, his manager, CEO, HR someone should have noted and taken him to task. If he is not w0rking why did you wait so long to terminate him?
If you have proof and can sustain it in a Domestic Enquiry, then perhaps (just perhaps) it may be justified. However, in most cases the efforts are not worth the trouble.
From India, Mumbai
Employee faking calling data, going on visits but going inside the company just for punchin punchout ske nd attendance do visits, no orders, not issuing dily week report even upon asking by CEO do he really deserve salary if I would be the CEO I would hve taken decision long time ago with 50% cut and will be doing the same now thankyou for advice but not logical.
From India, Mumbai
From India, Mumbai
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Termination-emp loyment_563.pdf
Termination letter.doc