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Termination of an Employee..
Human Resources » Employee Relations

Chrm Message From: tashu Total Posts: 45 Join Date: 15/08/2006
Rank: Executive Post Date: 28/10/2006 01:51:05 Points: 225 Location: United States

Dear Colleagues,

In our office an employee is not performing well, and his behavior has not been good with the other colleagues. Also, he has not been coming regularly to the office. Now we want to sack him as it is affecting office atmosphere. Hence we decided to give a prior notice to him before sacking. Now I have to draft a Letter containing notice with reasoning his performance, bad behavior and the absences. Kindly suggest me how should I go forward since this is the first case in our company.


Chrm Message From: mark Total Posts: 47 Join Date: 15/08/2006  
Rank: Executive Post Date: 28/10/2006 03:00:16 Points: 235 Location: United States

Hello tashu

I am not sure if you have a counselling with that employee. If not I think it will be a good idea to have a discussion with him and find out the reason behind this kind of behaviour.

Termination should be the last option, if the counselling is not fruitful, then you should force him to resign, and release him immediately. This way he will get a clean chit release letter.

The employee with this kind of behaviour are the bad fish and should not be given more time to spend in the organisation as they will spoil the environment further. If he is not ready to resign, then terminate his services on grounds mentioned without any notice period with one month of salary in lieu of that.

Hope it helps.


Chrm Message From: priyanka Total Posts: 86 Join Date: 15/08/2006  
Rank: Manager Post Date: 28/10/2006 04:21:26 Points: 430 Location: United States

See frankly speaking sacking someone is not the only solution. Try to speak to the respective staff and find out the reason behind that, do this only if his previous performance was good. Because if he was a good team player because of only due to this time, we are sacking him means may be other staffs morale will be affected and if you do this it will make your staff feel strong support to them in doing thier job, so what i feel is better you talk to him then take some decision.


Chrm Message From: tesmian Total Posts: 63 Join Date: 15/08/2006  
Rank: Manager Post Date: 28/10/2006 04:24:17 Points: 315 Location: United States

Please be cautious. See whether you can apply the theory of `Discharge Simplicitoir' in this case. Only with details a correct suggestion can be made.


Chrm Message From: proftandon Total Posts: 101 Join Date: 15/08/2006  
Rank: Leader Post Date: 28/10/2006 04:27:38 Points: 505 Location: United States

Hello tashu,

I think their suggestions are the best tool you can use. Talk to him in private and discuss to him the concerns your office had received and know what's the reason behind the sudden change of mood or shall we say attitude. You may also discuss to him polices in which he/she violates for him/her to be aware of such violations and you may set sanctions like, if he'll do it again he'll be having a suspension. His offense would tantamount to a written warning or memo for the meantime. After such move has been done and if still he does the same thing, you remind him/her to your private discussion on some concerns and violations and now you can impose the sanction that you both agreed. For sure this could also serve an example to his/her fellow colleagues that your office does not tolerate such acts.

Hope this gives light.


Prof Tandon

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