Post by account_disabled on Dec 25, 2023 12:09:02 GMT 5.5
The conversation itself can be a difficult moment for both parties, so it's worth being prepared so that it takes place with respect for the other person and (if possible) in a pleasant atmosphere. How to properly fire an employee? First of all, it complies with Polish labor law. To fire an employee, you will need documents related to the employee's contract with the company. Before the meeting, it's a good idea to have a script of how we want the conversation to go. If possible, it is worth consulting with HR.
Who can analyze whether the grounds for dismissal are sufficient and safe for C Level Contact List the company. The information we must include in a notice of termination of employment depends on the length of the contract for which the employee was employed. Fixed-term contract If it is a fixed-term contract, there is no need to justify the reason for dismissal in writing. Just explain at the interview why we made the decision we did. It’s worth remembering that our argument must relate to the employee’s performance of their duties, not just the manager’s feelings.
Indefinite Contracts If we are dealing with an indefinite contract, we must put of the employee (termination notice) in writing. You should also bear in mind the appropriate notice period that employees are entitled to, and their chosen holiday period (or equivalent pay that suits them). The message throughout the conversation must be clear and specific so that no doubts are left. How to deal with employee behavior? Before meeting, it's worth analyzing how the fired person is likely to behave and making him or her feel comfortable in this (supposedly) difficult situation.
Who can analyze whether the grounds for dismissal are sufficient and safe for C Level Contact List the company. The information we must include in a notice of termination of employment depends on the length of the contract for which the employee was employed. Fixed-term contract If it is a fixed-term contract, there is no need to justify the reason for dismissal in writing. Just explain at the interview why we made the decision we did. It’s worth remembering that our argument must relate to the employee’s performance of their duties, not just the manager’s feelings.
Indefinite Contracts If we are dealing with an indefinite contract, we must put of the employee (termination notice) in writing. You should also bear in mind the appropriate notice period that employees are entitled to, and their chosen holiday period (or equivalent pay that suits them). The message throughout the conversation must be clear and specific so that no doubts are left. How to deal with employee behavior? Before meeting, it's worth analyzing how the fired person is likely to behave and making him or her feel comfortable in this (supposedly) difficult situation.