The Termination Due To Poor Performance document is a critical human resources instrument used in the Indian business context when an employee's performance consistently falls below expected standards despite documented improvement attempts. This document is utilized after following due process, including performance improvement plans, formal warnings, and reasonable opportunity for improvement, as required under Indian employment law. It must comply with the Industrial Disputes Act, 1947, relevant state labor laws, and company policies while ensuring procedural fairness. The document includes comprehensive details about performance issues, reference to previous warnings, notice period or payment in lieu thereof, final settlement terms, and post-employment obligations. It serves as a crucial legal record of the termination decision and protects both employer and employee interests in accordance with Indian jurisdiction requirements.
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1. Letter Header: Company letterhead, date, reference number, and mode of delivery (e.g., hand delivery, registered post)
2. Recipient Details: Employee's name, ID, designation, and department
3. Subject Line: Clear indication of the letter's purpose - Notice of Termination of Employment
4. Performance History Reference: Brief summary of performance issues, previous warnings, and improvement plans
5. Termination Decision: Clear statement of the termination decision and its basis in poor performance
6. Notice Period: Specification of notice period or payment in lieu of notice as per employment contract
7. Handover Requirements: Instructions for handover of work, company property, and documents
8. Final Settlement: Information about final settlement, including salary, benefits, and other dues
9. Confidentiality Reminder: Reminder of continuing obligations regarding confidentiality and company information
10. Closing: Professional closing with contact information for HR department
1. Garden Leave: Section specifying garden leave terms if applicable for senior positions
2. Non-Compete Reminder: Reminder of non-compete obligations if part of original employment agreement
3. Outplacement Support: Details of any outplacement support offered by the company
4. Appeal Process: Information about internal appeal procedures if company policy allows
5. Reference Policy: Company's policy on providing references for future employment
6. Benefits Continuation: Details about continuation or termination of benefits like health insurance
1. Performance Improvement Plan History: Chronological list of PIPs issued and outcomes
2. Warning Letters: Copies of previous warning letters issued
3. Performance Review Documents: Relevant performance review documents showing sustained poor performance
4. Handover Checklist: Detailed checklist of items and responsibilities to be handed over
5. Final Settlement Calculation: Detailed breakdown of final settlement amounts including salary, benefits, and deductions
Authors
Relevant legal definitions
Clauses
Relevant Industries
Information Technology
Banking and Financial Services
Manufacturing
Retail
Healthcare
Telecommunications
Professional Services
Education
Hospitality
E-commerce
Construction
Automotive
Pharmaceutical
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Industrial Relations
Operations
Administration
Relevant Roles
Human Resources Manager
HR Director
Department Head
Line Manager
Senior Manager
Chief Human Resources Officer
HR Business Partner
Employee Relations Manager
Legal Counsel
HR Operations Manager
HR Specialist
HR Administrator
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