How to dismiss an employee without massive disagreement and litigation? Also, so that a person does not become an enemy for the employer and company?
In fact, firing an employee is not so easy, as a subordinate can sue, go over to the side of your competitors, and may surprise you with unusual surprises.
In any case, if a subordinate incurs losses to the company, or ineptly manages his duties, is incompetent in his business, clearly, he must be dismissed. And, as a rule, too often a human factor is triggered in relation to the employee , a feeling of pity that he will lose his job, income. And in this case, it is more advisable to calculate the funds that your company spends on a person who does not make a profit. These costs include not only salary, but also paid leave, sick leave, stationery, training programs and other needs to ensure the employee's workplace. The result is a fairly round amount for the month, not to mention annual expenses.
And here before us the most acute question is how to fire an employee?
From a legal point of view, there are several reasons for dismissal:
1. On their own.
2. For non-compliance with the labor regime.
3. According to the results of certification.
4. For repeated gross violations of internal regulations.
Let's take a closer look at the rules of dismissal.
Ask yourself how to fire an employee of my own free will. You can argue your opinion by the fact that in this company due to high competition they will not be allowed to advance through the ranks. If this method gives a certain result, take the initiative and offer to give good recommendations for other employers. If your company is large, you can be comforted by paying a certain amount, in case the employee decides to leave "without noise".
The main thing in this situation is a good human attitude. There is no need to initiate a conflict, as your subordinate may refuse the application for resignation.
However, if the employee does not want to "part", you must try to get him to do it. Avoid "forceful methods", do not resort to insults, objections, otherwise a person may take a belligerent position.
In this situation, a careful individual approach is necessary. Collect incriminating evidence, memos, customer complaints. Whenever possible, make them write explanatory notes. Do not forget to document everything. When you have gathered a certain list of documents, invite an employee to a conversation. In the most loyal form, say that you have every reason to dismiss him under the article. In this case, the situation will cause him fear and he will be ready to write a letter of resignation.
Certification Results
If the employee suddenly failed to pass the certification, it is necessary to give him a second attempt. If the results are disappointing, you can refer to the unproductive of his activities, offer him a job in another department of the company, or a position that he would not agree to.
For violation of labor discipline
We can say that this is one of the more convenient reasons for dismissal. It is suitable if the time of arrival and departure of the employee is clearly specified in the employment contract. Be sure to have an enterprise time sheet. When the employee is late for work again, call a commission (from persons who would confirm the refusal) and an act of delay, require a written explanatory letter and based on the above documents you can issue a dismissal order.
For gross violation
To understand what it is, it is advisable to figure out what actions are considered rude:
1. Absenteeism
2. Arrival at work while intoxicated.
3. The disclosure of trade secrets.
4. Intentional theft, destruction and disposal of company property.
5. Violation of safety regulations with the onset of serious consequences.
The most significant is the first and second action.
How to fire an employee? Starting this process, make sure that documented, in the contract or job descriptions are warnings. Introduce the person to the rules again.
We hope that after reading this article you will not have questions about how to fire an employee.