Termination of employment happens when the contract of an employee is discontinued due to an employee’s misconduct. The seriousness of the offense, any history of the past disciplinary action and the totality of circumstances surrounding the affected employee’s overall performance may contribute to this decision.
Examples of such termination include circumstances where an employee:
- Breaches their contract of employment
- Is discovered guilty of fraud, embezzlement or other kinds of illegal actions against the company
- Is guilty of discriminatory behavior or harassment
- Is guilty of unlawful or immoral behavior on the job
- Is guilty of willful neglect of job responsibilities
- Is discovered to have caused intentional damage to our assets
- Continuously disregards company policy
The list is not exhaustive, therefore, can be modified at our discretion. When an employee is found guilty of misconduct, the following procedure will be followed, as a corrective measure.
Disciplinary Action
1. Verbal warning
Here’s when the manager or an immediate supervisor gives the employee a verbal warning and is made aware of the problem at hand, with an attempt to resolve the issue. The manager or supervisor should end the discussion on a positive note by reiterating corrective measures for the employee to undertake. HR should be made aware of such a discussion and will make a note on the employee’s record.
2. Official written reprimand
If the problem persists even after 3 weeks of a verbal warning, the immediate supervisor must submit an official written reprimand to the manager and HR. The employee must also be warned that this is the second stage of the Disciplinary Process. The manager must confirm the employee’s understanding of his/her responsibility to change and must motivate the employee to show significant improvement in his/her performance within the specified time frame.
3. Final written warning
In case the particular act continues to persist even after the 1st written warning, a final written warning will be mailed to the employee. A note with proof will also be added to the employee’s personnel file.
4. Final warning, suspension or termination
The final warning could result in the termination/suspension of the employee according to the severity of the case. Termination normally occurs only when the disciplinary action process has failed to bring about a positive change in the employee’s performance in an acceptable time frame or in case of gross misconduct.
Prior to termination, the manager must consult HR to help determine whether the previous documentation is sufficient to initiate this step. We expect all employees with the right of terminating subordinates to strictly refrain from discharging someone without adequate reason or without giving notice. The termination letter, however, can be only authorized by HR.
HR reserves the right to approve/disapprove the termination of an employee based on relevant facts and the severity of the case. Senior management will be consulted and a formal communication process will be used.
Involuntary Separation
In case of performance issues or due to strategic changes in the company, there could be a screnario where we would have to terminate the services of an employee. In such a scenario, the company would give a permenant employee a two months notice and interns/employees on probation a one month notice