Dear All, Pls Let me know the process of Termination, Its been for the first time I came across that situation in my company. Pls guide me in processing the same. Regards Srilatha
From India, Hyderabad
9From India, Hyderabad
Dear Srilatha,
Let us know why this termination is for, is it for the sake of absconding or for indiscipline, but in general you need to give a chance for any employee to show what was reason and based on that and also whether he comes back to you or not you need to issue a termination memo. Hopi this information is on some use for you.
Regards
Amith R.
From India, Bangalore
Let us know why this termination is for, is it for the sake of absconding or for indiscipline, but in general you need to give a chance for any employee to show what was reason and based on that and also whether he comes back to you or not you need to issue a termination memo. Hopi this information is on some use for you.
Regards
Amith R.
From India, Bangalore
termination normally involves violations of principle of natural justice and hence open to legal scrutiny...
refer to Inductrial disputes act plus keep a paper trail handy to support such a measure...
surya
From India, Delhi
refer to Inductrial disputes act plus keep a paper trail handy to support such a measure...
surya
From India, Delhi
Thank You Amith & Surya,
friends reason for we terminating our associate is due to lack of Performance interms of Assignments other weekly tasks, its been 7 months he is working in our company his training period was delayed 1 month due to improper assessment from his supervisor, we have tried changing him in to another project so that atleast he could prove there with different people around but still was the same complaint from his immediate supervisor of another project.
We have been forced to take the decision of termiantion, as Surya suggested we do hold facts in hand of the assignments for which he could hardly perform any thing, we tried him on abservation from the past 15 days, but still there was no improvement at all.
So friends How do I go with his termination as an HR, do I issue him the relieving letter, Do I need to pay him this month salary, Do I need to collect the appointment letters issued earlier.
pls let correct me incase my intensions are wrong.
Regards
Srilatha
From India, Hyderabad
friends reason for we terminating our associate is due to lack of Performance interms of Assignments other weekly tasks, its been 7 months he is working in our company his training period was delayed 1 month due to improper assessment from his supervisor, we have tried changing him in to another project so that atleast he could prove there with different people around but still was the same complaint from his immediate supervisor of another project.
We have been forced to take the decision of termiantion, as Surya suggested we do hold facts in hand of the assignments for which he could hardly perform any thing, we tried him on abservation from the past 15 days, but still there was no improvement at all.
So friends How do I go with his termination as an HR, do I issue him the relieving letter, Do I need to pay him this month salary, Do I need to collect the appointment letters issued earlier.
pls let correct me incase my intensions are wrong.
Regards
Srilatha
From India, Hyderabad
Hi Lathasri,
I have through your letter, any one whenever you appoint him in an organization he should be given Appointment letter / Offer letter stating his probationary period and other term and conditions should be clearly specify, during his period if he is found not satisfactory he should be given written warning or apprising letter by stating his low performance to given chance for improve his skills by given specify time and you must get his signature. Suppose if he is not improved his performance by given the time, with the recommendation from his department manager by written statement he can be fired out., so with out proof of any written warning if you take action he may go to the labour office to file against you, so as you said if he is in training period he may be called taken his statement that he could not perform his work properly and you can sake him as you feel . Please take always safer side before you conclude any thing.
With regards
Raman Rajamanickam
Dubai, UAE
From United Arab Emirates, Dubai
I have through your letter, any one whenever you appoint him in an organization he should be given Appointment letter / Offer letter stating his probationary period and other term and conditions should be clearly specify, during his period if he is found not satisfactory he should be given written warning or apprising letter by stating his low performance to given chance for improve his skills by given specify time and you must get his signature. Suppose if he is not improved his performance by given the time, with the recommendation from his department manager by written statement he can be fired out., so with out proof of any written warning if you take action he may go to the labour office to file against you, so as you said if he is in training period he may be called taken his statement that he could not perform his work properly and you can sake him as you feel . Please take always safer side before you conclude any thing.
With regards
Raman Rajamanickam
Dubai, UAE
From United Arab Emirates, Dubai
Dear Raman,
Thank you so much for your precious time,
Yes you rightly pointed out, abt the training & Probation Period in the appointment lettter, we do have the copy of the same which is signatured by the person, But it is now 9 months since he is working in the company, with no proper out put for the experience he is holding, I do carry the manual copies of his assignments & amount of work he could do from the past 15 days. I think Im safe & carry facts for the reason of we terminating the person,
My Problem now is what are the other formalities I need to accomplish in processing the termination of that particular associate.
Regards
Srilatha
From India, Hyderabad
Thank you so much for your precious time,
Yes you rightly pointed out, abt the training & Probation Period in the appointment lettter, we do have the copy of the same which is signatured by the person, But it is now 9 months since he is working in the company, with no proper out put for the experience he is holding, I do carry the manual copies of his assignments & amount of work he could do from the past 15 days. I think Im safe & carry facts for the reason of we terminating the person,
My Problem now is what are the other formalities I need to accomplish in processing the termination of that particular associate.
Regards
Srilatha
From India, Hyderabad
hard part is employee is unproductive even after spending 9 months in the organsiation.
he should have been out after the first quarter itself..
maintain the paper trail ie entire series of documentaion from day one and relieve him as per the procedure (this will come in handy in Court too as to hw did you reach this decision plus the steps taken to mitigate the same)
remember it is not lay off or retrenchment rather a fit case of dismissl based on poor performance.
if the concerned employee has good conduct otherwise, you may even give him an option to work in some other deptt on a different salary..
surya
From India, Delhi
he should have been out after the first quarter itself..
maintain the paper trail ie entire series of documentaion from day one and relieve him as per the procedure (this will come in handy in Court too as to hw did you reach this decision plus the steps taken to mitigate the same)
remember it is not lay off or retrenchment rather a fit case of dismissl based on poor performance.
if the concerned employee has good conduct otherwise, you may even give him an option to work in some other deptt on a different salary..
surya
From India, Delhi
Thanks a ton surya, We from the management planned for a meeting with him tomorrow. I will let you all know what are we going to do tomorrow? Regards Srilatha
From India, Hyderabad
From India, Hyderabad
Hi, If an associate is asked to leave due to poor performance, he must be given an opportunity to resign from his job. You should goahead and provide him resignation acceptance letter on the same day itself and also issue him relieving and resignation letter after the full and final settlement is processed as per your FFS guidelines.
Rgds,
MM
Rgds,
MM
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Process flow for Updation of Aadhar Number.pdf
HOW WE DO-Process flow chart.doc