Dear All,
I need a suggestion on a termination case wherein an employee had performance issues and late logins, leading to us issuing a warning letter and a PIP letter. Subsequently, she resigned from her position and is currently serving her notice period.
After her resignation, she has not been completing the assigned work on time and continues to log in late despite receiving warnings. Additionally, during her notice period, she has taken leaves citing emergencies, which has led to her unacceptable behavior impacting work.
Please advise if we can terminate such employees, what the procedure would be, and if you could provide a sample termination letter for reference, it would be greatly appreciated.
Awaiting your inputs.
Regards,
Shwetha
From India, Bangalore
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2I need a suggestion on a termination case wherein an employee had performance issues and late logins, leading to us issuing a warning letter and a PIP letter. Subsequently, she resigned from her position and is currently serving her notice period.
After her resignation, she has not been completing the assigned work on time and continues to log in late despite receiving warnings. Additionally, during her notice period, she has taken leaves citing emergencies, which has led to her unacceptable behavior impacting work.
Please advise if we can terminate such employees, what the procedure would be, and if you could provide a sample termination letter for reference, it would be greatly appreciated.
Awaiting your inputs.
Regards,
Shwetha
From India, Bangalore
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1. Do you have any policy for separation? If yes, please observe it strictly.
2. If not, then please prepare the same, get it approved, and circulate it to employees so that in the next such case, you can handle it in a better manner.
From India, Pune
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2. If not, then please prepare the same, get it approved, and circulate it to employees so that in the next such case, you can handle it in a better manner.
From India, Pune
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Dear Shwetha,
Misconducts during the notice periods cannot be condoned. Therefore, I recommend you follow the normal process of handling employee indiscipline. Order the domestic enquiry. Let the misconduct be proved. If the misconduct is proven, then you may give her appropriate punishment.
By the way, your post has so many grammatical and spelling errors. Please write the draft of the post on MS Word and then copy and paste. To maintain personal credibility, you can make these efforts.
Thanks,
Dinesh Divekar
From India, Bangalore
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Misconducts during the notice periods cannot be condoned. Therefore, I recommend you follow the normal process of handling employee indiscipline. Order the domestic enquiry. Let the misconduct be proved. If the misconduct is proven, then you may give her appropriate punishment.
By the way, your post has so many grammatical and spelling errors. Please write the draft of the post on MS Word and then copy and paste. To maintain personal credibility, you can make these efforts.
Thanks,
Dinesh Divekar
From India, Bangalore
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Thanks Dinesh...Will ensure to check grammatical and spelling errors before posting. Thanks Shwetha
From India, Bangalore
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From India, Bangalore
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It would be helpful if you can provide any sample letters for same.
From India, Bangalore
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From India, Bangalore
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In such a case, one can ask the employee not to serve the notice period with immediate effect and pay off all his dues according to the organization's separation policy (consider the misconduct in calculating F&F). This acts as a check on his misconduct.
Also, let the employee know of the impact of a bad reference from you in the future.
From India, New Delhi
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Also, let the employee know of the impact of a bad reference from you in the future.
From India, New Delhi
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Dear Swati,
You have given suggestions on the post of Shwetha. That is fine; however, the line sentence of your post reads "let the employee know of the impact of a bad reference from you in the future." Using the reference check as a weapon will be its gross misuse. Bad reference checks destroy the careers of individuals. An employee might have played truant, or they may have exhibited wayward behavior. Nevertheless, awarding punishment for such behavior is different from giving a threat regarding a reference check. What if threats from HR become the order of the day?
Let us not forget the fiasco that Tech Mahindra had to undergo recently. For the unseemly and inhuman termination of an employee, none other than Mr. Anand Mahindra as well as CEO Mr. Gurnani had to apologize. It was the bold move of the terminated employee who uploaded an audio file of the conversation with HR on social media. However, before that person, many others must have been sacked, and their method of termination might have gone unnoticed for a long time.
If some smart individual captures this threat, then what could happen, I leave it to your imagination.
Thanks,
Dinesh Divekar
From India, Bangalore
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You have given suggestions on the post of Shwetha. That is fine; however, the line sentence of your post reads "let the employee know of the impact of a bad reference from you in the future." Using the reference check as a weapon will be its gross misuse. Bad reference checks destroy the careers of individuals. An employee might have played truant, or they may have exhibited wayward behavior. Nevertheless, awarding punishment for such behavior is different from giving a threat regarding a reference check. What if threats from HR become the order of the day?
Let us not forget the fiasco that Tech Mahindra had to undergo recently. For the unseemly and inhuman termination of an employee, none other than Mr. Anand Mahindra as well as CEO Mr. Gurnani had to apologize. It was the bold move of the terminated employee who uploaded an audio file of the conversation with HR on social media. However, before that person, many others must have been sacked, and their method of termination might have gone unnoticed for a long time.
If some smart individual captures this threat, then what could happen, I leave it to your imagination.
Thanks,
Dinesh Divekar
From India, Bangalore
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