Hi, Please tell me the procedure to terminate an employee who is in roll and job confirmed (Completed probation period) who has and has not completed 240 days of service. Regards Surya.
From India, Bangalore
From India, Bangalore
Termination can be made only in case of serious misbehaviour with colleagues at all levels / misappropriation of company funds / providing misleading information resulting in financial loss to the organization / providing misleading information about self at the time of joining by providing fake degrees / experience certificates / salary details etc. I don't think any other reason for terminating an employee other than the above. However, if there are some more reasons, please revert. Regards
From India, Delhi
From India, Delhi
hii Employees can be terminated on the ground of miscodunct and voilation of company rules, but the charge of miscoduct should be proved before termination. thank basant
From India
4From India
I think we forgot most important element "PERFORMANCE". If employee is not performing and clearly told about the expectations and given pointers from time to time, it makes a strong ground for termination
From India, Mumbai
From India, Mumbai
In the case of performance there needs to proper documentation of non performance and there needs to be an action plan and necessary training / aids need to be provided for the person to perform better if all this fails then a termination on performance grounds becomes acceptable
From India, Mumbai
From India, Mumbai
Termination can aslo be done when the employee misuses the facilities provided by the company in such a way that it leads to financial loss/ damage to the property of the company. Regards Vijaya
From India, Bangalore
From India, Bangalore
What ever then reason, you are required to follow certain process. Please note, that you have allowed the probation period to be completed, without advising the employee of his/ her shortcomings in writing. The intense need to use this intense expression of 'terminating, a person, may in all probability be subjective and not in keeping with, the charter of the HR Managers/ professionals. We need to be moderating the situation in mature manner, and having considered all the factors bearing on the case, advise the management acordingly. Either way, if you are intending to correct the situation, then an advisory note, specifying his/ her limitationres with instructions to get on to the correct the behaviour and performance, within given timeframe shall be one solution. Nevertheless, if the management/ HR head has decided for all the relevant reasons, that the Company see the back of this individual, give a show cause notice. This could end in seeking an explanation for limitations/ dishonesty/ misbehaviour observed, failing which necessary administrative action in accordance with company's policies, rules and usages shall be intiated. Also go through the appointment letter for clause, that either party can separate with a notice period of certain period, most of the times one month. Well then, thats it. This process shall enable you to rid yourself/ company of the undesirable person. Do be objective, transparent and dispassionate. It enables, good HR environment, Pradeep
From India, Lucknow
From India, Lucknow
It a good decision to terminate a person who gives wrong guidence to the coligues and mishandling the office funds. First of all you need to prepare the all the relevant documents which supports his misconducts right from the initial state of his employment. Compare that with your companies terms and policies. If those are mismatching,obivesiouly your upcoming decision should be save your company and your employees. In management no more too much of centiments. Regards Nelson.S
From India, Bangalore
From India, Bangalore
Hi, Please follow the guide line given in Certified Standing Orders your Company. There are several procedure for termination of employees . First it requre to know that which ground you want to take action . rajesh
Dear, Intervention regretted. Dismissal on grounds of NON-PERFORMANCE can happen only if the employee is not actually performing. If the employee is not performing upto the expectations, then he should not have been confirmed. Instead his probation / training period should have been extended one more time as confirming the employee almost stops getting him trained internally and he is actually on the job from then. In this specific case, the basis on termination is not yet clear. If he not performing, the same should have been properly documented for his entire tenure from day one of his appointment if there exists a well defined system. Moreover, how come a candidate is entertained for such positions without having a clear idea of his strengths and weaknesses????? who is at fault? the employee or the employer? -Saravana Rajan
From India, Mumbai
From India, Mumbai
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China Rules On Terminating An Employee.docx