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Termination Policy
N K Group believes in treating its employees fairly at all the grounds in
accordance to the industry norms for making any judgment.
Termination means ending an employees services with the respective
company on the basis of non performance / absconding / habitual late
coming absenteeism / disciplinary issues / fraudulent. Its the last step to
be executed for any of the aforementioned reasons.
Group solely is about people management & practices For The People By
The People concept. For any of the concern areas respective reporting
manager and the head of the department would be responsible for
channelizing the HR processes.
HR defines the degrees for all the levels to be practised. Stated as below:
DISCIPLINARY TYPES AND DEGREES
FREQUENCY
TYPES
4th
Written Reprimand
Written Warning
Final Written Warning
Dismissal
Areas
Nonperformance
Absconding
Habitual Late
Coming
DEGREES
1
2
1
2
3
1st
2nd
3rd
2
3
3
3
4
4
Degr
ees
1
1
2
WR
1
1
1
WW
2
2
-
FWW
3
3
3
DS
4
4
4
Habitual
Absences
Fraudulent
Disciplinary
Issues
2
3
3
3
3
4
4
HODs need to ensure that the following steps are being followed by the
managers for the employee in question:
Important Points
Practice of policy as per the guidelines Responsible Holder :- HOD +
HR representative
HRD/NKG/TRP/NP/2013/001___________________
Termination_Non Performance_Policy
Termination based on Non Performance is executed when an employee has
failed to deliver the output as expected in his role assignment.
Termination is opted when an employee has failed inspite of defined
warnings as per Termination Policy.
HR defines the degrees for all the levels to be practised. - Termination
Policy.
Before executing the termination letter based on non performance one need
to take the following points in consideration as per Termination Policy.
1) Written Reprimand
i) Probation Period
2) Written Warning
i) Show Cause Notice
In case the employee is not able to perform as discussed during the
counselling session then manager needs to issue a first Show Cause
Notice to the employee prescribed with a timeline of 15 days for
improvement. To be filed in Personal File.
All the areas that need to be worked upon have to be mentioned in
detail. To be filed in Personal File.
Manager to closely monitor the performance & record the same.
In case of no improvement second Show Cause Notice to be issued
to employee prescribed with the last timeline for 15 days to improve.To be filed in Personal File.
3) Final Written Warning
i) Termination Letter
After all discussions & warning still there is no improvement in
performance then a request for termination of services needs to be
sent to HR represenative for issuing the Termination Letter.
Manager needs to initiate the request with approval from HOD then
to HR.- All the required documents to be submitted to HR for further
processing.
HR needs to have final go ahead from the HR Head.
HR to send the hard copies of letter to manager for despatching to the
employee.
Important Points
Practice of policy as per the guidelines Responsible Holder :- HOD +
HR representative
All the communication with respect to the concern areas of an
employee to be documented by respective reporting manager.
Familiarize the Reporting Managers / HODs with the different HR
policies Responsible Holder: - Head HR + HR representative.
As per Termination Policy all the documents / process has been
executed by the manager Responisble Holder:- HR representative.
In case of any gap by the manager process need to be initiated again
from the skipped level.
Formats to be shared with the Team Managers.- Responsible Holder:HR representative.
The warning and dismissal process must allow the employee to offer
their view of the events concerned. The employee must have every
chance to defend himself/herself and has the right to appeal a decision
made. If this process is not followed the dismissal may be overturned
by an Industrial Relations authority.
HRD/NKG/TRP/AB/2013/001___________________
Termination_Absconding_Policy
Termination based on Absconding is executed when an employee has failed
to inform his / her immediate manager about the absence for a month.
Termination is opted when an employee has failed inspite of defined
warnings as per Termination Policy.
HR defines the degrees for all the levels to be practised. - Termination
Policy.
Before executing the termination letter based on absconding one need to
take the following points in consideration as per Termination Policy.
4) Leave w/o intimation
Important Points
Practice of policy as per the guidelines Responsible Holder :- HOD +
HR representative
All the communication with respect to the concern areas of an
employee to be documented by respective reporting manager.
Familiarize the Reporting Managers / HODs with the different HR
policies Responsible Holder: - Head HR + HR representative.
As per Termination Policy all the documents / process has been
executed by the manager Responisble Holder:- HR
representative.
In case of any gap by the manager process need to be initiated again
from the skipped level.
Formats to be shared with the Team Managers.- Responsible Holder:HR representative.
The warning and dismissal process must allow the employee to offer
their view of the events concerned. The employee must have every
chance to defend himself/herself and has the right to appeal a decision
made. If this process is not followed the dismissal may be overturned
by an Industrial Relations authority.
HRD/NKG/TRP/AB/2013/001______________________
Termination_Habitual Absences_Policy
The group has a human resources strategy that recognizes the value of its people.
A standard for conduct and performance to be set agreed & communicated with all
employees. In case an employee fails to meet the standard, appropriate corrective
action, such as counseling, should be undertaken.
Habitual Absence means employee availing leaves for casual reasons i.e.
every week taking leave / 4-5 leaves in a month. This accounts a disciplinary
actions against the employee.
HR defines the degrees for all the levels to be practised. Stated as below:
7) Written Reprimand
i) Counseling Session
Manager to counsel the reportee regarding his / her habitual absences
in association with the HR representative.
Memorandum to be documented for the same.
8) Final Written Warning
i) Termination Letter
After all discussions & warning still there is no improvement in habitual
leave then a request for termination of services needs to be sent to HR
represenative for issuing the Termination Letter.
Manager needs to initiate the request with approval from HOD then
to HR.- All the required documents to be submitted to HR for further
processing.
HR needs to have final go ahead from the HR Head.
HR to send the hard copies of letter to manager for despatching to the
employee.
Important Points
Practice of policy as per the guidelines Responsible Holder :- HOD +
HR representative
All the communication with respect to the concern areas of an
employee to be documented by respective reporting manager.
Familiarize the Reporting Managers / HODs with the different HR
policies Responsible Holder: - Head HR + HR representative.
As per Termination Policy all the documents / process has been
executed by the manager Responisble Holder:- HR representative.
In case of any gap by the manager process need to be initiated again
from the skipped level.
HRD/NKG/TRP/HLC/2013/001____________________
Termination_Habitual Late Coming_Policy
The group has a human resources strategy that recognizes the value of its people.
A standard for conduct and performance to be set agreed & communicated with all
employees. In case an employee fails to meet the standard, appropriate corrective
action, such as counseling, should be undertaken.
Important Points
Practice of policy as per the guidelines Responsible Holder :- HOD +
HR representative
All the communication with respect to the concern areas of an
employee to be documented by respective reporting manager.
Familiarize the Reporting Managers / HODs with the different HR
policies Responsible Holder: - Head HR + HR representative.
As per Termination Policy all the documents / process has been
executed by the manager Responisble Holder:- HR representative.