Dear fraternity,

We as a HR talk all crap on ethics if an employee misconducts or overrules in our organization. But,is it ethical for us to sack an decade retained employee over night for poor performance/attitude?????????

If the case is on any offence, theft, fraud, malpractice etc have some exemptions. But can it be done for poor performance/attitude?????

If that's the say of the management. What should be OUR say?????

Regards,

Praveen

Dear Nirav,

If an employee is sacked on performance grounds post working for 10 years it does not seem logical for termination however there could be chances of evaluating the case.

Lets say that as an employer even though they know that someone is working with them for the last 10 years but performance is to be compared with new generation employees and if there is a mismatch then the termination could be done post putting the employee in the improvement process for a certain timeframe and then evaluate accrodingly, if still there is no improvement in performance then warning letters is to be given stating stipulated time and action to be done, if the job is still is not as per expectations then either time could be given to find another job or all eligible benefits could be given for staying at home as its could be looked like a case of loyalty.

coming to the point - you could go to the labour court and seek justice if the process of termination is not as desired and unreasonable. however it would not make sense if all dues are paid. it would make more sense to find a new employer rather than working for a company who does not value loyalty !

Hi all

As a HR fraternity we are in better position to adviced the management about good practices releting to HR.

 first of all the employee who has given a decade long service to the organsation ,a considerable past of his life and giving him pink slip over night is not good HR practice.(ETHICAL PRACTICES is far reaching one ) for the any reasons whatsoever.

In  the case of poor performance/attitide, the poor performance can be  improve with necessary inputs.  Poor attitide is difficult to measure  but if it is identified it can be improve by counselling

From practicle point of view such action :

1) It gives bad signal to the existing employees.

2) Creat insurity among other employees,causing general unrestness. which may hampers productivity.

   Also from legal point of view if employee fall in workman category then, the whole process domastic enquiry is to be carried out.following the principle of natural justic.

regards

viajay

dear all,

this era is all about peroformance and reward, recognision, promotion is all based on performance. Performance comes from individual attitude... if after working for organisation for 10 years and if employee still need conuseling for good performance and attitute than what all HR professional doing for last 10 years.. why it has detoriate.. its not overnight phenomina.. if employee is not prforming you can not carry such liability... i hope HR must have taken required action by monitoring his performance over period of time.. if mgt is asking for pink slip i don't think there is something wrong or unethical..

prashant