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Cheah
18/01/2008 10:01:04
Re: Termination of non performing staff

We have a staff who is not performing on his job mainly on lacking of initiative and do not have the knowledge on the job. The staff is still under probation and I have the following questions:

1) Can we ask him to leave by giving 2 weeks notice as stated in the letter of appointment by issuing a letter to him that he lack the experience to do the job and not having initiative to carry out his job?

2) Is this letter to be issued by his immediate manager who supervises him or from the HR department?

Thanking you in advance for the reply
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KL Siew
kl_siew@yahoo.com
18/01/2008 10:46:36
The immediate manager should report to the HR why he intends to terminate that employee. Before termination, HR should satisfy itself that the manager had given the employee advice, warnings or chances to improve. HR should issue the termination letter after that.
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niu
niu8683@yahoo.com.my
06/11/2008 16:30:30
What If this manager e-mailing to HR manager with cc copy to few officer s on board said : I know it is impossible to do so(sacks), but if I can buy you a LUNCH- so that we can walk them out immediatly! if he (myself state in name) is my son, I will kill him personally, "
Is this under viewpoint of standing corruptions; abusing power, is he try to tainted my dinity infront of these people. Can I make legal action against him/ HR personal in togather. Can the Email been prove to evidence? I'm hurt in his sort of sacarstic wording.
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niu
10/11/2008 11:12:29
My friend had just received the warming letter from HR after the show Caused letter had given, the problem is - when HR representative pass this warning letter to him one to one, they did not tell my friend that the content of letter, then ask my friend to sign up the printed different slip (not the copy of warning letter) as proven to received. Is this warning valid ? Is this can be said that HR is playing the perception to the employee?
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