Question: When Should action be taken to dismiss an employee?

When should an employee be dismissed?

The Labour Relations Act (“LRA”) provides every employee with the right not to be unfairly dismissed. This means that an employer may not just willy-nilly dismiss an employee whenever s/he feels like it, the employer must have a fair reason for making the decision to dismiss and must follow a fair procedure.

When should you take disciplinary action?

Disciplinary Meetings:Keep it private. Hold the discipline meeting in a private location, away from co-workers.Have a witness. Be straightforward. Remain calm. Be respectful. Explain impact to the company. Work with the employee to find a solution. State the consequences. •Aug 1, 2016

How do you handle an employee dismissal?

All photos courtesy of Forbes Councils members.Remember They Are People. Forget Surprising Employees. Offer Separation Packages. GIve Tough Love. Offer Respect. Provide Training On Management Duties. Practice The Act. Dont Underestimate Offboarding. •Jun 18, 2018

What are the 3 reasons for dismissing an employee?

Fair reasons for dismissal (2) This Act recognises three grounds on which a termination of employment might be legitimate. These are: the conduct of the employee, the capacity of the employee, and the operational requirements of the employers business.

Does HR need to be present during a termination?

During the termination, a member of the HR department should be in attendance. The representative may present to the terminated employee the reasons for the firing, or a supervisor may do so while the HR representative takes notes and observes. HR is meant to serve as a neutral third party.

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