What is the right release procedure?
The correct procedure for ending an individual depends on the reason. The release procedure for redundancy or dismissal involves ensuring that the reason for release is valid, which provides a written reason for release, in some cases notification and notification of relevant government agencies in some cases. The release for misconduct or poor performance involves these steps, as well as the next steps of investigation, disciplinary hearing and allow proper documentation. Maximum attention should be paid to the letter to the letter to prevent potential injustice towards the employee and later reduce the possibility of court proceedings.
The reason for the release must be objectively reviewed by several pages before continuing. This ensures that any personal differences between the supervisor and its subordinates are not the reason for the release. In addition, in cases of misconduct and poor performance, the final MUST decision is not made only after the employee has no chance to answer the accusation in the DIScippon hearing.
As soon as the reason for the release is set as valid, it is advisable to inform employees of the release at the private meeting and provide him with a letter explaining the reason for the release. Printed letters add authenticity to the procedure and provide specific documentation. For this purpose, at least one additional copy of the letter should be postponed.
In order to maintain the correct release procedure, the employees must be submitted before the actual date. The period of time is generally dependent on the time the employee worked for the company, while the usual policy is one week announcement. For contractual employees or in cases where such a policy is not applicable, reasozama employers must still be provided with a notice that its level of liability is taken into account.
Summary of the release are the release in which no přes are presentedEd -Right announcement, and no reward after the day of release. It is known that such release occurs in cases of gross misconduct. However, it is advisable to provide a notification whenever possible, because the summary of the release may, in the long run, prove to be expensive if the injured employee decided to take over it to the court. It is known that employment tribunals decide that the summary release is procedurally unfair.
It is acceptable for the employee to continue his work for the rest of his job. Depending on the reason for release, it is also possible to leave the employee a work report, although he still receives a reward until the official date of his termination. If it is secured in the contract, the employee may also be asked to stay at home until the date of terminys by provision that he must come to work if necessary during the notice.
When more than 20 employees are released at the same time due to dismissal, the proper release procedure requires that the company InformovALA about the relevant government authority, which regulates employment as well as the relevant representative of the labor force. The employees concerned must be warned in advance and may even be consulted on the decision. Employees may also be able to oppose the decision.
The release procedure in cases of misconduct and poor performance requires further steps before informing the employee about his release. The investigation must first be carried out, and the employee's activities are subjected to observations and documented. Due to the appropriate reason, disciplinary hearing will usually be planned and the employee reported in advance about hearing.
The employee must then be provided with a copy of the application in advance and informed that he has the right to bring the representation to hearing. After hearing is started, evidence to support charges of incorrect behavior or poor performance by the employee will be submitted. The employee will then have a chance to answer the accusation and provide any evidence that Pto denounce your own response.
The Committee of the Disciplinary Hearing must then review the employee's response and include it in their final decision. If the decision is to dismiss the employee, the employee has the right to appeal the decision. If it was to end at release, the above procedure should also be released for misconduct and poor performance cases. The company must maintain copies of all support documents and evidence concerning the procedure.