Dear All,
I want to know some details, I being an employer have found one employee of not being sincere at work, irregular & misconduct with senior staff. I was explaining him the situation but he walked off saying he do not want to do job and left the office.
Couple of hours after he came and started demanding his due salary of past month n current 4-5 days with experience letter and relieval letter.
As per his letter of appointment 8 months ago he need to have one month notice period or I can terminate him with 7 days salary & notice.
Should incase of termination because of misconduct Experience letter be given?
From India, Delhi
I want to know some details, I being an employer have found one employee of not being sincere at work, irregular & misconduct with senior staff. I was explaining him the situation but he walked off saying he do not want to do job and left the office.
Couple of hours after he came and started demanding his due salary of past month n current 4-5 days with experience letter and relieval letter.
As per his letter of appointment 8 months ago he need to have one month notice period or I can terminate him with 7 days salary & notice.
Should incase of termination because of misconduct Experience letter be given?
From India, Delhi
deaar Cursivetech
Yes we should give experience certificate to the person who is going to terminated in our company because he worked for us for the past years so we can' say no to his experience certificate even though he is going to terminated because of his mis conduct.......
From India, Hyderabad
3Yes we should give experience certificate to the person who is going to terminated in our company because he worked for us for the past years so we can' say no to his experience certificate even though he is going to terminated because of his mis conduct.......
From India, Hyderabad
Dear cursivetech,
As a good HR for a company ( really when employee shows troubling or making hurdles to management) i just do good thing like this...
1. 1st I wont put any words from him to my ears.
2. 2nd I will start to put work loads to him, so that he automatically suffer
3. 3rd I ask for the reports or results that i had askd him to finish, he surely cant give.. that's what i need from him.
4. now i issue him a notice regarding this and ask him to give reply in written statement.
5. Against this, i again produce 2nd notice or warning letter. surely i make him fed up and trouble his mind so that he should do mistakes further.
6. this what i need, keeping this next i will cut off his salary by fine and issue a notice as that due to his lackness or un capable to handle the work, leads to loss for the company in which he assined to work. this approach will automatically make him to resign the job or easy to terminate legally without any penny and a this should be a good moral for irregular & misconduct trouble makers like him.
Regards
A.R. Pasanth Lal
Mngr HR
From India, Madras
As a good HR for a company ( really when employee shows troubling or making hurdles to management) i just do good thing like this...
1. 1st I wont put any words from him to my ears.
2. 2nd I will start to put work loads to him, so that he automatically suffer
3. 3rd I ask for the reports or results that i had askd him to finish, he surely cant give.. that's what i need from him.
4. now i issue him a notice regarding this and ask him to give reply in written statement.
5. Against this, i again produce 2nd notice or warning letter. surely i make him fed up and trouble his mind so that he should do mistakes further.
6. this what i need, keeping this next i will cut off his salary by fine and issue a notice as that due to his lackness or un capable to handle the work, leads to loss for the company in which he assined to work. this approach will automatically make him to resign the job or easy to terminate legally without any penny and a this should be a good moral for irregular & misconduct trouble makers like him.
Regards
A.R. Pasanth Lal
Mngr HR
From India, Madras
HI All,
I wanted to ask that if an employee resign from his/her post n serve notice also but the employer relieves the employee before the end of notice period commiting the payment withing 2-3 days , after that he refuse to pay the dues as the employee has not served the notice period. IN this case can the employee complains in the labour court.
Regards,
SS
From India, Delhi
I wanted to ask that if an employee resign from his/her post n serve notice also but the employer relieves the employee before the end of notice period commiting the payment withing 2-3 days , after that he refuse to pay the dues as the employee has not served the notice period. IN this case can the employee complains in the labour court.
Regards,
SS
From India, Delhi
Lucky. Getting rid of an employee at his own instance rather than terminating his services. Termination of service is not so simple as you have to prove his non sincerity, irregularity in work, misbehavior apart from chances given to him for improving. In the organization's interest and as a good management, you may proceed as under:
i) Ask the employee to submit resignation letter requesting therein waiver of notice period. Advise him that submission of resignation is better than termination of services as termination will negate his future prospectus in other organizations.
ii) Accept his resignation and request for waiver of notice period. Pay him all his dues.
iii) Issue him an reliving cum experience letter. However, in the resignation letter, if you think so, you can only specify the period and position on which the employee has worked without any mention on his work and conduct.
TR Chhabria
From India, Gurgaon
i) Ask the employee to submit resignation letter requesting therein waiver of notice period. Advise him that submission of resignation is better than termination of services as termination will negate his future prospectus in other organizations.
ii) Accept his resignation and request for waiver of notice period. Pay him all his dues.
iii) Issue him an reliving cum experience letter. However, in the resignation letter, if you think so, you can only specify the period and position on which the employee has worked without any mention on his work and conduct.
TR Chhabria
From India, Gurgaon
Dear Sir,
You have to pay his salary also if you are terminating him from his post because the rule for one month notice for both of party and if employee leave the job then he has to give notice period of 1 month but in this case you have to give him all his payment due and also experience certificate because it is your decision.
If you don't want to continue any staff then you have to decide within the 3 months from the date of his joining which is called probation period, otherwise it is automatically your confirmed staff and you have to pay all his payment.
This reply based on my working experience only.
Regards,
Abdul Rahim
From India, Vapi
You have to pay his salary also if you are terminating him from his post because the rule for one month notice for both of party and if employee leave the job then he has to give notice period of 1 month but in this case you have to give him all his payment due and also experience certificate because it is your decision.
If you don't want to continue any staff then you have to decide within the 3 months from the date of his joining which is called probation period, otherwise it is automatically your confirmed staff and you have to pay all his payment.
This reply based on my working experience only.
Regards,
Abdul Rahim
From India, Vapi
Dear Mr.A.R. Pasanth L al
I think that you have old year mindset which is like a company's boss or proprietor and I can tell you one thing that you will not be a good HR manager at all, because HR responsibility is not only to handle such situation but also retain good employees in your company. This type of policy will finish your trust in your company and it may create non-corporation problem in your own group and it is possible that one day come when your alternative will take place your position and you will be treated the same way which you mentioned in your comment.
Better to re-think your suggestion and make policy of 3 month probation period for analysis any employee and you can decide whether it is suitable or not, if he is not then you can inform him and give letter to release in probation period. There is no need to play politics and game within the company and show-off your position power in company.
Sorry if you will not like any words. This is general problem which i have replied from my experience only.
Regards,
Abdul Rahim
From India, Vapi
I think that you have old year mindset which is like a company's boss or proprietor and I can tell you one thing that you will not be a good HR manager at all, because HR responsibility is not only to handle such situation but also retain good employees in your company. This type of policy will finish your trust in your company and it may create non-corporation problem in your own group and it is possible that one day come when your alternative will take place your position and you will be treated the same way which you mentioned in your comment.
Better to re-think your suggestion and make policy of 3 month probation period for analysis any employee and you can decide whether it is suitable or not, if he is not then you can inform him and give letter to release in probation period. There is no need to play politics and game within the company and show-off your position power in company.
Sorry if you will not like any words. This is general problem which i have replied from my experience only.
Regards,
Abdul Rahim
From India, Vapi
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