Friday, February 14, 2020

There are only 3 Reasons to TERMINATE Employees.


There are only 3 grounds / reason to terminate employees:-

1- Poor Performance
2- Misconduct
3- Company Financial Issue

Termination Due to Misconduct

A-      Aduan à Investigate à Documented
S-  Siasat à Show Cause Letter
A - Amaran
S – Surat Penamatan

Must follow these steps:-
      1-      Received complaint à Investigate à Documented.
      2-      Show-Cause Letter (Date, Time, Location, Offence, Which clause breached?)
      3-      Suspension (Don’t  suspend more than 3 month otherwise employee may filed CD)
     4-      Warning Letter or
     5-      Termination / Dismissal

Termination Due to Poor Performance

P – Penilaian / Assessment
A - AMaran
S – Second Chance / Peluang Kedua
T – Termination (if no improvement)
I - Intention

Must follow these steps:-
     1-      Evaluation must be done – documented
     2-      Warning given
     3-      Opportunity given to improve himself (PIP)
     4-      No improvement - Termination
     5-      Intention – if the employee filed case to IR court, employer has to proof that they had given ample time and effort to help the staff to improve himself but still no improvement.

Foot Note: Please ensure that the staff evaluated with low marks in his performance appraisal and did not entitle for bonus.

Termination Due to Company Financial

Must follow these steps:- 
     1-      Taken every consideration before retrenchment such as, cut OT, cut entertainment expenses, cut other cost first.
     2-      Get external auditor to prepare financial audit statement – proven company facing loss.
    3-      Then only can terminate staff with….. Notice in lieu + Termination and lay off benefits.

What is CD (Constructive Dismissal)?

      1-      Salary Reduction & Demotion
      2-      Immediate Transfer without notice
      3-      Any action which lessen his benefits or breech Terms and condition in Offer Letter.
      4-      Gold Storage?? As long as no salary reduction, hardly for employee to win case for cold storage.


When you talk about RECRUITMENT, remember:-
Slow in HIRING 
Choose candidate with SMART criteria:-
S- Skills
M-Mentality
A- Attitude
R- Result /Achievement
T- Technology

Fast in FIRING
Do no wait to take action. Otherwise it deemed as condonation, irrelevant & mala-fide

Lets learn new terms...


Ignoratia Juris Non Excusat
Ignorance of Law, No Excuse to Everyone
Nemo Judex In Causa Sua
no-one should be a judge in his own case (un-bias party)
Audi Alterem Partem
listen to the other side (right to be heard)
Termination Simpliciter
Terminated due to act/ clause say so – not applied in Malaysia.


2 comments:

Unknown said...

Assalam Sis

Hr telah memanggil pekerja yg dikatakan tidak perform oleh pengurusnya. Setelah meneliti scope pekerjaaan, pekerja ini tidak perform 2 dari 19 bidang tugasnya.

1. 17 dr Bidang tugas pekerja ini adalah berkaitan teknikal dan

2. Dua lg bidang tugas itu melibatkan documentation yg hanya dijalankan semasa tempoh PKP kerana work from home.

3. Pengurus memberikan bebanan kerja yg melampau sehingga pekerja ini bekerja 7 hari semimggu pada bulan pertama PKP sehingga jam 3-4 pagi selama sebulan. Dalam masa yg sama bebanan kerja ditambah dari masa ke semasa.


4. Pengurus menggunakan alasan ini mengatakan pekerja tidak perform dan membawa perkara ini kepada HR dan through oral discussion pekerja diminta menyiapkan tugasan2 documentation tersebut dlm masa 3 bulan.

5. Hari ini pekerja telah dipanggil dan dimaklumkan oleh HR kemungkinan tarikh akhir bekerja adalah pada 31 Ogos 2020.

6. Pekerja berasa seperti ada ketidakadilan di situ kerana pekerja hanya dinilai pada recency effect dan tidak mengambil 17 lg scope kerja yg telah dilakukan dengan berdedikasi.

7. Selama ini pekerja berpengalaman dalam bidang teknikal dan tiada pengalaman dalam bidang dokumentasi dan latihan tidak pernah diberikan.

Apa yang boleh dilakukan oleh pekerja dalam keadaan ini.

Harap sis dapat bantu pekerja yang tersepit ini.

Terima kasih.

Hani said...

Assalam sis...

Sy baru dpt warning. Kandungan warning letter pasal perfomance keje saya.walaupun salah staff lain, sy sebagai senior mereka...semua kesalah dorang jadi kesalahan sy..alasan, sy tak check properly. Tapi, staff2 tu bukan lah report or direct keje dgn sy..sy cuma compile report dr mereka.. Boleh ke company issue warning letter tanpa show cause letter atau discuss dulu dgn sy..
Apa yg sy boleh buat skrg...? Sy tak sign pun surat tu..