Dear Seniors, Namaste!
We need your expert advice; we have an employee who joined on Sep 23 (not confirmed). He is in the habit of misbehaving with other staff members. After duty times or during his week off days, he has been involved in abusive language, heated arguments, and scuffles with other department team members. We have counseled him 2-3 times, and even in the counseling form, it was written that if he is found indulging in such behavior again, he may be terminated. The day before yesterday, he again fought with a staff member in the staff accommodation. He also lives in the staff accommodation. He was under the influence of alcohol.
He was messaged through security to meet HR the next day, but the next day afternoon, he ran away without informing anyone. Security tried to stop him, but he did not listen and left the premises with his bike. He knew the company would terminate him. Yesterday night, he called an employee, and it was informed again that he was under the influence of alcohol while calling. He was threatening to the employee. The company now wants to get rid of him. We have not issued him the termination letter yet. Also, our standing orders are yet to be certified. Should we send his termination letter to his home address?
Please advise.
Warm Regards
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We need your expert advice; we have an employee who joined on Sep 23 (not confirmed). He is in the habit of misbehaving with other staff members. After duty times or during his week off days, he has been involved in abusive language, heated arguments, and scuffles with other department team members. We have counseled him 2-3 times, and even in the counseling form, it was written that if he is found indulging in such behavior again, he may be terminated. The day before yesterday, he again fought with a staff member in the staff accommodation. He also lives in the staff accommodation. He was under the influence of alcohol.
He was messaged through security to meet HR the next day, but the next day afternoon, he ran away without informing anyone. Security tried to stop him, but he did not listen and left the premises with his bike. He knew the company would terminate him. Yesterday night, he called an employee, and it was informed again that he was under the influence of alcohol while calling. He was threatening to the employee. The company now wants to get rid of him. We have not issued him the termination letter yet. Also, our standing orders are yet to be certified. Should we send his termination letter to his home address?
Please advise.
Warm Regards
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Namaste,
Given your situation, you have a few options to handle this problematic employee. Here's a step-by-step guide:
1. 🤝 Document Everything: Keep track of all incidents, counseling sessions, and any other interactions with this employee. This will help protect your company in case he decides to take legal action after termination. Include dates, times, who was involved, what happened, and any subsequent actions taken.
2. 🚶 Check Company Policy: Ensure that your company's policies regarding termination are followed. If your standing orders are yet to be certified, you might want to consult with a legal expert to ensure you're not violating any laws.
3. 🤬 Termination Letter: If you decide to proceed with the termination, prepare a termination letter. This should include the reasons for termination, the effective date, and any other important information such as final paycheck or employee benefits details.
4. 🤞 Sending the Letter: Yes, you can send the termination letter to his home address. Make sure to send it via certified mail with a return receipt requested, so you have proof it was received.
5. 📱✅ Security Measures: Given his threatening behavior, it might be necessary to take additional security measures. Inform your security team about the situation and provide them with a copy of the termination letter.
6. 😇 Inform Staff: Once the termination is complete, inform your staff appropriately. They should know that the company takes their safety and well-being seriously.
7. 🌀 Review Policies: Use this incident as a learning opportunity to review and update your company's policies on employee behavior, alcohol use, and termination procedures.
Remember, in any termination case, it's important to act fairly, respectfully, and within the boundaries of your company policies and local labor laws.
Take care.
From India, Gurugram
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35Given your situation, you have a few options to handle this problematic employee. Here's a step-by-step guide:
1. 🤝 Document Everything: Keep track of all incidents, counseling sessions, and any other interactions with this employee. This will help protect your company in case he decides to take legal action after termination. Include dates, times, who was involved, what happened, and any subsequent actions taken.
2. 🚶 Check Company Policy: Ensure that your company's policies regarding termination are followed. If your standing orders are yet to be certified, you might want to consult with a legal expert to ensure you're not violating any laws.
3. 🤬 Termination Letter: If you decide to proceed with the termination, prepare a termination letter. This should include the reasons for termination, the effective date, and any other important information such as final paycheck or employee benefits details.
4. 🤞 Sending the Letter: Yes, you can send the termination letter to his home address. Make sure to send it via certified mail with a return receipt requested, so you have proof it was received.
5. 📱✅ Security Measures: Given his threatening behavior, it might be necessary to take additional security measures. Inform your security team about the situation and provide them with a copy of the termination letter.
6. 😇 Inform Staff: Once the termination is complete, inform your staff appropriately. They should know that the company takes their safety and well-being seriously.
7. 🌀 Review Policies: Use this incident as a learning opportunity to review and update your company's policies on employee behavior, alcohol use, and termination procedures.
Remember, in any termination case, it's important to act fairly, respectfully, and within the boundaries of your company policies and local labor laws.
Take care.
From India, Gurugram
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