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Termination of Employment| what are the misconduct in a workplace| the reasons to fire an employee is?

Termination of Employment| what are the misconduct in a workplace| the reasons to fire an employee is?
Reasons to fire an employee may vary from company to company, however, proving you a comprehensive list. Mostly, companies used to notify this info either via HR Manual, Standing order, Employee Handbook or maybe in the form of a standalone policy on Misconduct and disciplinary action.
Also Read,Progressive work DisciplinePolicy

List below -MISCONDUCT AND DISCIPLINARY ACTION
Any of the following acts and omissions on the part of the employee shall be deemed to be misconduct.
Also Read, HRM Policytemplate | Work etiquette or office etiquette
1.Willful insubordination or disobedience of any lawful and reasonable order of a superior.
2.Going on an illegal strike or abetting, inciting, instigating or acting in furtherance thereof.
3.Willful slowing down in the performance of work or abatement or instigation thereof.
4.Theft, fraud or dishonesty in connection with the employer’s business or proper…

Termination | How to conduct an employee termination meeting

Termination | How to conduct an employee termination meeting “Termination” of employment or harshly “firing” an employee technically includes both voluntary (resignation) and Involuntary (asked to leave, laid off or fired). Where the termination of employment is initiated by the employer, it is known as dismissal or discharge as well. It is a drastic step and should be taken after careful thought. While dismissal needs to be supported by just and sufficient reasons – usually it’s often because of – Poor performanceSerious misconductDisciplinary action for violation of workplace ruleChanged business needs that require eliminating or restructuring positions
While offences like sexual harassment, drug or alcohol on duty or stealing may subject an employee to immediate termination even. However, if the poor performance, insubordination, or failure to follow company policy is not corrected following the last appropriate warning – or there is a relapse after progressive discipline – a manager…