Charlotte's avatar'
Charlotte•4 tahun yang lepasTermination Rules

How to terminate staff that have low performance?

Actually he is working at night, and in the morning he just thumbprint in the office and before 12 he will go out. He claim he went here and there to find client bla bla but until now company not get anything client from him.He working almost 1 year on december. so is there any proper way to terminate him?
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Osman's avatar'
Osman•5 tahun yang lepas
did he/she put under PIP? you need to put he/she under PIP first, monitor and review back the performance. if still not performed, can slowly talk to employee abt the termination, must be agreed between employee & company. cannot directly terminated them without inform/put them under PIP, and keep all the documentation, incase the employee go to labor court.
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Carol Tee's avatar'
Carol Tee•5 tahun yang lepas
It looks like this is no longer about work performance, this shall be treated under disciplinary case whereby an investigation is to be carried out.
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Carol Loo's avatar'
Carol Loo•5 tahun yang lepas
yeap but sometimes got some employee who doesnt have any disciplinary issues, just a performance issues and can't terminate them directly. only after put them under performance platform, they will realize that they need to improve. and some of them still not improve after put them under performance platform, at least company give them option to improve :) just my opinion
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Myran's avatar'
Myran•5 tahun yang lepas
according to standard termination process: 1) Counseling 2) Give training to see progress 3) Warning letter 1,2&3 4) Show cause Then only can give non performance letter (terminated) it needs to take probably 6mths to process through
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Nurul Farah's avatar'
Nurul Farah•5 tahun yang lepas
To me, PIP should not be used as a basis to terminate a staff. It should be the right platform to improve work performance.
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