Hi,
I have just joined a company as HR executive..I need to prepare a termination letter for an employee who has been in this company since it had started..but in the past his behavior has changed..he takes leaves without informing and also reports to work late...the management did give him verbal warning couple of times, but in vain...i need to prepare a termination letter..please help me with a format. the management does not want to give him a written warning since the employee has received verbal warning more than 3 times..
From India, Mumbai
I have just joined a company as HR executive..I need to prepare a termination letter for an employee who has been in this company since it had started..but in the past his behavior has changed..he takes leaves without informing and also reports to work late...the management did give him verbal warning couple of times, but in vain...i need to prepare a termination letter..please help me with a format. the management does not want to give him a written warning since the employee has received verbal warning more than 3 times..
From India, Mumbai
Dear Mittal Soni
I wonder, what kind of organization you are working in. Irrespective of the numbers of verbal warnings given, you can not do away with the 'due process'. An employee can not be terminated without a proper written warning letter, and giving him a chance to improve. Termination Simplicitor is neither a solution here, nor is justified. As an HR person, you must advise your management accordingly, unless it is just a proprietory "mom and dad" kind of a shop.
Warm regards.
From India, Delhi
1426I wonder, what kind of organization you are working in. Irrespective of the numbers of verbal warnings given, you can not do away with the 'due process'. An employee can not be terminated without a proper written warning letter, and giving him a chance to improve. Termination Simplicitor is neither a solution here, nor is justified. As an HR person, you must advise your management accordingly, unless it is just a proprietory "mom and dad" kind of a shop.
Warm regards.
From India, Delhi
Dear Soni,
Evenif it is proprietory concern, there is lot of change in the awareness and legal status. Make sure that you follow the due disciplinary process other wise, later on management start blaming the HR man for the consequences, if it is adverse. Also note that you can not terminate an employee, even the relevant rule forms a appointment letter, which I doubt you will have as he is a very old employee.
With regards,
Tiwari
From India, Mumbai
Evenif it is proprietory concern, there is lot of change in the awareness and legal status. Make sure that you follow the due disciplinary process other wise, later on management start blaming the HR man for the consequences, if it is adverse. Also note that you can not terminate an employee, even the relevant rule forms a appointment letter, which I doubt you will have as he is a very old employee.
With regards,
Tiwari
From India, Mumbai
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