For Employers - What's the proper way to terminate an employee?

[sailor moon]

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saunz man nga malugi na man ang business. no value - high priced = turiring ang employee.
overpriced kai he/she's not meeting your expectations. as an employer, ok ra man ang overpriced basta high value ang return sa business.
Saun nimo kung turiring ang employee nimo?

hehehehehe... funny.

I guess there's no other option than separation pay.

pwede ba termination due to incompetency? (with separation pay ba gihapon ni?)

fire your HR for hiring that employee. Your HR is obviously incompetent for not giving the right salary, or for hiring a turiring.basin HR maoy na turiring or ikaw lang ang naturiring..ehehhehe.... anyway, if your HR is incompetent in doing what is best thing to do, coz obviously you are asking about what to do instead of asking advice from your HR; then its time to FIRE your HR.

[leo_trams]

bwhahahah...then your employee can file constructive dismissal...nice try....but for employees who knows about laws you just cant get away with it....

lalisonon pa kaayo na ang constructive dismissal.

what if mo ingon ang company nga..we see a great potential in him, so we trained or assigned him in that "lack-luster" branch o competitive branch to draw out his potential...future manager o director unta siya...pero ni resign kay dili ganahan i-re assign ug lain nga lugar.

[leo_trams]

fire your HR for hiring that employee. Your HR is obviously incompetent for not giving the right salary, or for hiring a turiring.basin HR maoy na turiring or ikaw lang ang naturiring..ehehhehe.... anyway, if your HR is incompetent in doing what is best thing to do, coz obviously you are asking about what to do instead of asking advice from your HR; then its time to FIRE your HR.

hehehe..your employee started as a low salaried employee...due to his exemplary performance he got a salary increase. now he always excel every year...so every year naa siya increase...but 15years na man siya sa inyo company, unya loyal man siya beh...so daku na iya sweldo para sa iya current position...pero wala man lain nga position nga bakante...so now, you have an overpriced employee situation.

[leo_trams]

hehehehehe... funny.

I guess there's no other option than separation pay.

pwede ba termination due to incompetency? (with separation pay ba gihapon ni?)

you mean REDUNDANCY? dili man ka maka terminate nila kay dili man sila incompetent.
mao man na usually gamiton sa mga dagkung companies...
like ang imo 20yrs in service telephone operator, nag sweldo ug 50,000pesos ang buwan...so tawagon dayun ug redundant, then hire new telephone operator at 12,000pesos starting salary...then call the high salaried one - REDUNDANT employee.

[sailor moon]

lalisonon pa kaayo na ang constructive dismissal.

what if mo ingon ang company nga..we see a great potential in him, so we trained or assigned him in that "lack-luster" branch o competitive branch to draw out his potential...future manager o director unta siya...pero ni resign kay dili ganahan i-re assign ug lain nga lugar.

yeah maybe lalisonon pa pero 99% na daog ang employee because you have the motive of firing him but cant and so to encourage him to resign you assigned him in an incovenient location...Read labor cases and you'll know supreme court justice knows the current strategy of the employers that is why they defend the employees causes....pildi japun ka.....bayad pa ka and then labad pa imo ulo.....then hugaw pa name sa imo company and then who in the hell would want to apply in your company if they know they will have the same fate of your faithful employee.....?

[leo_trams]

hmmm....

nag re org man ang company. It is a very dynamic company. Top5 in the Philippines for the past 10years. There were personnel movement, new positions were created and some posts were declared vacant.
Luckily or unluckily you were ordered to fill in the vacant post...say in DVO, you are based in Cebu and DVO is a strange place for you.
You will be accorded the necessary logistics...allowances, etc according to HR policy on personnel relocation mandates.

what will you do? follow the order or resign?

[edgeknife]

to the employers, let's say cost cutting ni... just cut the benefits para at least maka save...

[sailor moon]

follow the order. kamatay lang ang H[quote=leo_trams ]
hmmm....

nag re org man ang company. It is a very dynamic company. Top5 in the Philippines for the past 10years. There were personnel movement, new positions were created and some posts were declared vacant.
Luckily or unluckily you were ordered to fill in the vacant post...say in DVO, you are based in Cebu and DVO is a strange place for you.
You will be accorded the necessary logistics...allowances, etc according to HR policy on personnel relocation mandates.

what will you do? follow the order or resign?


Follow the order.. kamatay lang ang HR ug ang company...ehheheheh.....

[jiro]

hello. if you where the businessman trying to make a living. unsa diay buhaton nimo? THINK you are the BUSINESSMAN NOT THE EMPLOYEE!
say someday you want to start a business. you just found a slacker in your company, you know cant just fire him, as an employee we know the boss just cant fire you, so if you where the owner, what will you do?

imagine na lang kamo ang negosyante, considering nga crisis na gyud, lugi na gani, cost cutting na lang. now, para ma continue ang business, pwede ba unahon ang higest paid lowest value people? so who do you want out? the best people at the lowest cost who could do the same job? or the highest paid least value employee.

say you own a business and you have a "dilbert's principle" kind of manager that you pay $$$ of money.

"dilbert principle" - companies who tent to systematically promote their least-competent employees to management (generally middle management), in order to limit the amount of damage they're capable of doing. And you have this dilema of what the heck should you do with him? so what now?

[Balandido]

Prior to terminating employees, let them know that
your company has personnel manual, employment
contract, if you don't have one, a reminder (in writing)
that stipulates the reasons of termination.

Either of this document should be signed by your employees
because this will serve as their employment assurance and
also your defense once you will get rid of unncesseasy staff.

Once you terminate them, let them know also that they
might be more productive outside your business than
keeping them longer. This way, you keep their morale high
and encourage to be proactive in their future endeavour.

Rgds,