Are you a victim of a stressed organisational environment? Is your boss follows the strategy of micro-management? Well, unfair dismissal is expelling any employee without notice or due to unjust causes. Unfair dismissal is also unlawful, as all organisations have some rules and regulations. It is the responsibility of each organisation to follow all its rules in this context. When an organisation does not follow its rules and regulations, it engages in unfair and unjust behaviour. The same happens in the case of termination. When an organisation has to terminate any employee, they issue short notice to that employee. The termination reason is mentioned within that notice. In this way, the organisation maintains its credibility. When any organisation starts unfair dismissal, it also loses its worth and credibility.
Even if an employee has done something wrong, it is the organisation’s responsibility to warn that employee and follow the proper procedure to terminate them at the right time. Also, the organisation should give a fair chance to all employees for improvement. A single chance is everyone’s right. Things can be handled in a very good way with good handling techniques. Organisations must be able to handle the situation. Otherwise, it would not be easy to sustain employees through longer terms. Once an organisation loses its worth and credibility, it is not easy to get it back. So it is very important to handle things righteously and sensibly.
Do not lose the sense of even a minor mistake. But instead, deal with all the matters professionally. Also, follow a proper channel for doing anything. When you, as an employee, see that your organisation is conducting unfair dismissals, you should know how to avoid such a situation. Also, an organisation can make it fair in different ways. These are highlighted and described as follows;
The organisation needs to mention a logical reason for the termination of any employee. This logical reason does not include verbal saying and personal opinions. But it should be in the form of strong evidence for the termination. Look into the whole scenario. The investigation is very important. A manager should not believe in the illogical aspect of things. First, they should find and mention the logical reasons with evidence. Then, prove that evidence to the others and the person the organisation wants to terminate. After that, the organisation has to follow a proper channel for the employee’s termination.
If the employee does not follow the organisation’s policies, it can be used as a logical reason for the termination. First, the organisation should clarify to the employee that these are some important organisational policies. Then, explain to the employee how they are not meeting the criteria mentioned within them (De Stefano and Aloisi, 2019). Divert his focus to the neglected part as the next step. Let him know where they lack concerning performance. Make it clear to him that the policies are important. By doing so, you can handle the tag of unfair dismissals. Before the termination of an employee, you should clear your path. Because after doing so, no one would call it an unfair dismissal.
As recommended by the HR experts of The Academic Papers UK, there should be some delay before finalising the decision. First, the organisation should warn the employee. Then, you can also issue him a warning letter. This warning letter should have the reason mentioned within it. Highlight the reason for the warning and mention that the employee will be terminated the next time it happens. You have to keep a check on the employee after you issue him a warning letter. If an employee maintains responsible behaviour, then there is no need to terminate him at all. But if they keep making the same mistake and do not understand the warning letter, you can terminate them.
The organisation will have a fair right to terminate the employee. In this way, an organisation can justify its action in a very clear and easy manner. With a clear justification, the organisation maintains its credibility. It also makes sure its policies are sustainable through this aspect. If many employees make the same mistake in an organisation, a manager can call an urgent meeting. The manager can highlight major concerns in that meeting and clarify them to every employee. In this way, the employees committing mistakes would get a chance to improve themselves.
In the policies of any organisation, it should be mentioned what the zero-tolerance issues for the organisations are. So that if any employee is found doing such things, the organisation has the right to take strict actions against them. For example, the organisation does not compromise on discipline. This should be mentioned in the policies of that organisation. It would be his fault when an employee is found going against the discipline. Also, the use or supply of any drug is strictly prohibited on the premises of all organisations. If an organisation finds an employee engaging in this illegal activity, it can terminate that employee on the spot.
It would be a fair right of the organisation because it has already been mentioned in its policies. Organisations can also adopt the approach of ‘no go.’ They can mention it in the regulations of the organisation and ensure that all employees follow it. Improve an effective communication system with all the employees. When an organisation fails to have a good communication system, it fails in the stability of work. On the other hand, with poor communication, the organisation cannot handle its employees’ behaviour.
As an employee, if you receive a warning letter, it would help if you improve your behaviour. First of all, communicate well with your boss. Clarify your mistakes and where the organisation might be making mistakes. Identify the basic points and start working on all of them. Go through the rules and regulations of the organisation. Find out your errors and work on them. If you ignore these matters, it will yield good results for you. The organisation would not be at a loss, but you would be for sure. If you keep the same attitude, you will surely lose your job.
This article is written by Albert Barkley, an HR specialist working with a top dissertation writing service provider company in the UK. He loves to write about the latest HR practices adopted by top companies.