What is the procedure to terminate an employee on the basis of poor performance ?
How many months salary should be paid to the employee ?
We have verbally informed the candidate for her poor performance but no warning emails or letter sent.
The organization dint wish to give a warning letter earlier.
It is better to place employee under PIP for a couple of months, review and then proceed with termination. If possible avoid the disciplinary proceedure kind of a route - warning, explanation, termination kind.
Facilitate an open talk between employee and manage and then with HR. Understand the root cause(s) and if repairable, give an opportunity. It is going to be beneficial for employee as well as organziation.
For Poor performance, First, you will have to discuss & communicate verbally & write a mail putting on PIP for one month. In between PIP (after 2 weeks), you can review his/her performance & revoke PIP if performance is up to mark or & give a warning! if unsatisfactory. At the end of PIP period, if you are not satisfied on the performance, you can terminate the employment by paying PIP period salary or it can be as per Termination Clause of your Terms of Employment.
No. Since this is due to Performance, you can terminate by end of PIP with out any extra pay. Better all the terms & policies be documented & make easily available for employees to refer like it is available in Gretyhr’s ESS Portals Document Center.
As far as I know, since the termination is not because of misconduct , the employee is entitled to the notice pay. The usual NP is just 1 month not unless there is contract mentioning 3 months.
This is what I know and what we have practiced with an ex employee we terminated due to performance - we paid his np since we did not require him to work on those days, leave salary and his last salary.
We also have terminated someone due to misconduct and we did not pay his NP, just his last salary.