Dear All,

We are into manufacturing Industry and our MD thinks about the performance of every Indivdual a lot.

He doesn;t bother in paying more to a performer but he cannot accept a non performer.

My question is shall we fire a non performer with a week's notice.

Is it possible as per law.

Regards,

Phani Medavarapu

Dear phani

its not so easy to fire an employee

first of all let me tell you before recruiting itself  proper reference check has to be done because it cost a lot to the company before recruiting any person time,energy,money it effects the morale of the company aswell

if the person whom you are mentioning is in probation then let a sr.person give him/her a chance if it still continous then you can fire ,no notice shall be decalred since he/she is in probation

if that person is not in probation while reviewing his/her performance you can rate and state the reasons  openly declare notice period in the mean while you can look for some other alternative by doing proper refrence check.no need of second thoughts since company cant afford non performers.

No second thoughts..."Perform or you are out" is the funda of the day. In these tough times where money is playing the sole critical role in deciding the organizatiozal success, no employer will tolerate non-performers. There are thousands out ther waiting for an opportunity to knock their door to showcase their skills and talent.

However, since a mistake already done by recruiting a non-suitable candidate for the job has to come with some repents. Give him/her a chance to prove his ability, provide some training if possible. Buddying or mentoring is a good method to  improve performance. Still if this continues, you can show him/her the door.

But this should be done as per the clause that was mentioned in the offer letter. May be a notice period, or employers contribition, etc.

Radhika

Hi,

In such case it is very important to communicate the correct feedback to the individual & alarm him/her about what is being expected in terms of performance.

PDP would a great idea to improve performance & to clarify what is expected. If the person is not able to deliver then firing would be a right idea.

You need to assess the current position of the person vis-a-vis your policies/guidelines as communicated/mentioned in the appointment letter. Term could be terminated by following those guidelines.

However, it would be suggestible to do the proper documentation of all the communications done or that termination letter's recieving copy is there in the records.

Regards,
Savita