How to fire an employee without massive controversy and litigation?Even so that a person does not become an enemy to the employer and the company?
actually fire an employee is not so easy, as the slave can sue to the side of your competitors, and may surprise you with extraordinary surprises.
In any case, if the slave brings us loss or mismanaged to their official duties, is incompetent in the business, uniquely, it must be dismissed.And, as a rule, too often with respect to the worker operates the human factor, a feeling of pity that he will lose his job, income.And in this case more appropriate to calculate the money that your company spends on a person who is not profitable.Data costs include not only salaries, but also paid holidays, sick leave, stationery, training programs and other needs for workplace employee.The result is a fairly big sum for the month, not to mention the annual expenditure.
And here we face the most acute question of how to fire an employee?
From a legal perspective, there are several reasons for dismissal:
1. At his own request.
2. Failure to comply with the labor regime.
3. As a result of certification.
4. For repeated gross violations of internal regulations.
Let's take a closer look the rules of dismissal.
ask questions about how to fire an employee on their own.You can argue the opinion that in this company due to high competition it will not move up the career ladder.If this method will give a certain result, take the initiative and offer to give good advice to other employers.If your company is large, you can comfort him to pay a certain amount in the event that an employee will be decided to leave "without noise."
The main thing in this situation - good human relations.You do not need to initiate conflict, as your subordinate may refuse their resignations.
However, if the employee does not want to "give up", it is necessary to try to get him to do it.Avoid "coercive methods" do not resort to insults, objections, or the person may take a militant stance.
In this situation requires a careful individual approach.Collect compromising, memos, customer complaints.When opportunity forced to write explanatory.Do not forget to document everything.When you meet a specific list of documents, invite the employee to talk.In the most loyal form tell that you have a good reason to fire him under.In such a case, the situation will cause him fear and he is ready he will resign.
results certification
If an employee suddenly lost certification, you need to give him a second attempt.If the results are disappointing, you can refer to its unproductive activities, to offer him a job in another department of the company or a position for which he would not have agreed.
for violation of labor discipline
can say that this is one of the more convenient reasons for dismissal.It is suitable in the event that the employment contract clearly stated time of arrival and departure of the employee.Be sure the company must be timesheets.When an employee has once again late for work, gather the commission (of the persons who have confirmed to failure), and the act of being late, request a written explanation on the basis of the above documents may issue an order of dismissal.
for gross violations
To understand what it is advisable to understand what actions are considered to be rude:
1. absenteeism.
2. Arrive at work in an intoxicated state.
3. Disclosure of commercial secrets.
4. Deliberate theft, destruction and disposal of property of the company.
5. Violation of safety rules with the onset of serious consequences.
most significant is considered the first and the second action.
How to fire an employee?From this process, make sure that documented in the contract or job description set forth warnings.Introduce human again with the rules.
We hope that after reading this article, you will not have questions about how to dismiss an employee.
