Inscrivez-vous ou connectez-vous pour rejoindre votre communauté professionnelle.
And you know for this job requires the presence of a number2 staff to carry responsibilities With the knowledge that the old employee absences and late many time, but most of them with excused reasons ; sick leaves and review of hospital the Management of HR issued official warnings in his right from long time ago & end of the observation period of validity RULES of LABOR/doesn't allow to terminate of an employee because of absence without prior notices issued to him"These notices have a specific validity period",after the compilation of official notices,"3notice letters " (must be during6months that have been released in this period) then if he absence again you will have the right to make termination for his service from the company & till now no action has been taking against him Do you support to terminate the service of the employee by this way without warning official? OR Give him a chance–&if he repeated the same violation of the system–it must be to take legal procedures against him much more effectively? لديك موظف جديد وموظف آخر قديم بالشركة،ومديره المباشر يخطط لفصل الموظف الأخير من العمل بعد أن يقوم بتعليم الموظف الجديد على أساسيات العمل وانت تعلم بأنه لهذه الوظيفة يتطلب وجود عدد2 موظفين للقيام بمسؤولياتها مع العلم بأن الموظف القديم كثير التأخير والغياب،لكن معظمها بعذر رسمي كإجازة مرضية أو مراجعة مستشفى وقد صدر في حقه إنذارات رسميه منذ فترة طويلة مع ملاحظة انتهاء فترة صلاحيتها *نطام العمل والعمال/لا يسمح بفصل الموظف بسبب الغياب بدون توجيه اشعارات سابقة "وهذه الاشعارات لها مدة صلاحية محددة" ، فبعد تجميع الانذارات الرسمية "٣ انذارات" (التي صدرت خلال مدة لا تتعدى الـ ٦ أشهر من تاريخ اصدارها) بالإمكان فصله من العمل في حال تكراره مخالفة النظام وفي الفترة الأخيرة كانت تجرى معه التحقيقيات بدون اتخاذ اي اجراء نظامي في حقه من توجيه أي انذار رسمي له فهل انت مع فصل الموظف بهذه الطريقة بدون سابق إنذار رسمي؟ أو اعطاءه الفرصة مرة أخرى - وفي حال تكرار مخالفته للنظام يتم اتخاذ الاجراءات النظامية في حقه بشكل أكثر فعالية؟
Give last warning and last chance ..... to be done the best from your side.
Such cases are most of the end with employee turnover, i belive employee should understand the job requirement and manage to meet the requirement. Otherwise, employer could go for such bitter decision.
Depends on the added value that the company gain from such employee but at the end all employees should respect the employer policy and rules in all terms. if the chance is accepted for the sake of business, then why not to grant him last chance!
A policy or rule means nothing if not implemented or adopted by the employer and employee respectively. I think that issue of warning letters as many as the rules spell out are the right of an employee and an obligation of an employer. Justice must prevail to promote a healthy working environment. If an employer acts in haste in termination of an incompetent or in-disciplined employee he might end up in creating a dis-satisfied left over lot, thereby multiplying the problem many fold. Haste makes waste.
Already issued warning letter by HR so that Follow rules and regulations. I suggect to terminate him because unhappy staff cannot produce good things for the organization. Plese should be followed:
1. Last warning letter by hand or registered mail of his job neglegence and space him to prove he is not doing intentionally.
2. Keep all record for any legal purpose.
3. If previous service is not satisfactory, after hearing and investigation then should be terminated.
4. If perivious service satisfactory give him last chance after hearing and investigation.
You have a New Employee and another an Old employee,& his line manager is planning to terminate his service after he teaches the basics of work
AND, what is the question... ?1.is manager allowed to hire a new employee? Yes under restrictions of an agreed manpower plan and approved job role/with clear salary band2.
if manager is planning to terminate ... what does planning mean? the intention to terminate...? Most critical part is: for what reason as Labor Law is very strict as termination is not possible unless for a cause. Most managers think to terminate an employee but has no fair reason, or has an empty file3.If manager hired the new employee on the position of the Old employee, this is even worse! and has a severe impact on the case.
In other words: facts and circumstances, events, employees underperformance, employees potential and skills, meeting the job criteria, potential for other functions to perform in, contract terms etc etc are key elements to be considered at the first place
