Is it possible to fire an employee on sick leave?
If we are talking about layoffs of employees working in the Far North and equivalent territories, then the longest period for which severance pay is payable is six months (instead of three).
It happens that an employee had to be fired due to staff reduction, and within 30 calendar days after the dismissal date he went on sick leave. Then this sick leave is paid by the employer in the amount of 60% of the average salary. The length of service does not matter. This rule, however, applies not only to reductions, but also to any other forms of dismissal.
Compensation for so-called early dismissal is due to employees who resign themselves (i.e. do not wait until they are laid off). The amount of the payment is calculated in accordance with the number of days remaining until the layoff.
If an employee, for example, resigns two albania email list months before the start of the layoff, then at the time of dismissal the employer is obliged to pay him three average salaries at once.
6 Mistakes When Firing an Employee
The first mistake is stretching the process out for too long.
There is a known example where a company regularly imposed disciplinary sanctions on an employee and this lasted for three years, but the dismissal never occurred.
Dismissal is an unpleasant process for both parties. You have to part with people who have worked in the company for many years. Often, as a manager, you have doubts about the correctness of the decisions you make. For the employee himself, this can become a big problem, someone will even hate you. And here the worst thing you can do is to drag out the process too much. Then it will only get worse for everyone.
When you have already made a firm decision to fire an employee, procrastination takes up a lot of internal energy and time. You could have spent it on productive work, communicating with other team members, talking about how to prevent similar situations in the future. But instead, you are running thoughts around and around in your head about how to finally carry out this dismissal (with which, as a manager, you have already internally come to terms).
The second mistake is an insincere attitude towards subordinates
The point is that sincerity should begin in the process of cooperation. Then, for the employee, the moment of dismissal will not be such a big tragedy. And it will be easier for the manager to speak frankly with the subordinate.
But if the company does not initially establish normal objective feedback, then at some point you will mix up the human qualities of people and their attitude to work. As a result, you will have to face the fact that it is psychologically difficult to fire a bad employee, because he is still a good person.
6 Mistakes When Firing an Employee
There are frequent cases when a manager, trying to look white and fluffy, tries to hide the real reason for dismissal from an employee. He starts telling him fairy tales about restructuring, refers to higher management or complaints from other members of the team. But this does not make it any easier for the person being dismissed, and the aftertaste from the actions of the immediate manager will still remain bad.
It can also be the other way around: sincere conversations only make an employee angry. The person is already on edge: they are fired and at the same time they try to have heart-to-heart talks. But such a reaction is rather rare. Here, much depends on the competently constructed line of behavior of the manager. To avoid accusations and insults, try to honestly state the facts, and not just scold the person.