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How to dismiss an employee

How to dismiss an employee without mass disagreements and litigation? And so that a person does not become an enemy for the employer and the company?

In fact, dismissing an employee is not so easy, since a subordinate can sue, go to the side of your competitors, and can surprise you with unusual surprises.

In any case, if a subordinate brings losses to the company, or ineptly copes with his job duties, is incompetent in his business, clearly, he must be dismissed. And, as a rule, too often a human factor, a feeling of pity, works with the employee, that he will lose his job and income. And in this case it is more expedient to calculate the funds that your company spends on a person who does not bring profit. These costs include not only wages, but also paid leaves, hospital, stationery, training programs and other needs to provide the employee's workplace. As a result, a fairly round sum will be obtained for a month, not to mention annual expenses.

And then the most acute question is how to dismiss an employee?

From a legal point of view, there are several reasons for dismissal:

1. By self-will.

2. For non-observance of the labor regime.

3. Based on the results of certification.

4. For repeated gross violations of internal regulations.

    Let's take a closer look at the rules of dismissal.

    Ask the question of how to fire an employee At will. You can argue your opinion by the fact that in this company due to high competition it will not be allowed to advance through the ranks. If this method gives a definite result, take the initiative and offer to give good recommendations for other employers. If your company is large, you can comfort him by paying a certain amount, in the event that the employee decides to leave "without noise."

    The main thing in this situation is a good human attitude. You do not need to initiate a conflict, because your subordinate can refuse a statement of resignation.

    However, if the employee does not want to "leave", it is necessary to try to force him to do it. Avoid "power methods", do not resort to insults, objections, otherwise a person can take a warlike position.

    In this situation, a careful individual approach is necessary. Collect dirt, service notes, complaints from customers. At a convenient opportunity, write explanatory notes. Do not forget to document everything. When you have a certain list of documents, invite the employee to a conversation. In the most loyal form, say that you have every reason to fire him on the article. In such a case, the situation will cause him a fright and he is ready himself to write a statement of resignation.

    Results of certification

    If the employee suddenly failed to attest, it is necessary to give him a second attempt. If the results are disappointing, you can refer to the unproductiveness of his activities, offer him a job in another department of the company, or a position for which he would not agree.

    For violation of labor discipline

    It can be said that this is one of the more convenient reasons for dismissal. Suitable in the event that the employment contract clearly spells out the time of arrival and departure of the employee. It is compulsory for the company to have a time sheet. When the employee is once again late for work, call a commission (from persons who confirm the refusal) and the act of being late, require a written explanatory and on the basis of the above documents can issue an order for dismissal.

    For gross violation

    To understand what it is, it is advisable to understand what actions are considered rude:

    1. Walking.

    2. Arrival at work in a state of intoxication.

    3. Disclosure of trade secrets.

    4. Deliberate theft, destruction and disposition of company property.

    5. Violation of safety regulations with the onset of severe consequences.

      The most significant is the first and second action.

      How to dismiss an employee? When starting this process, make sure that documented, in the contract or job descriptions are warnings. Familiarize once again the person with the rules.

      We hope that after reading this article you will not have any questions about how to fire an employee.

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