3 Serious mistakes that warrant immediate dismissal
While an employer might let off an employee with a verbal warning at some point, there is a limit to how long it can last. Some serious mistakes may warrant other disciplinary measures, such as immediate dismissal, as allowed by the law.
When Serious Mistakes Call for Dismissal
There are certain mistakes that will lead to summary dismissal of an employee. This is what by law would also be called ‘dismissal with cause’. This may include performance or capacity related issues. Here, if an employee is unable to push forward his mandate for the benefit of their employer, then the employer is justified if they decide to terminate the relationship. The assumption is that the employer also took time to chart the way forward with an employee and train them, but the employee still failed to show results. Insubordination may also warrant termination, as most employers view this as gross misconduct.
Deciding Whether to Dismiss an Employee
As an employer, it is imperative that the law is followed when terminating the employment contract for serious mistakes. When making the decision for summary dismissal, an employer should adhere to the codes of conduct as highlighted in their employment contracts. To be fair to the employee in the eyes of the law, the guidelines directing the dismissal should fall in line with the company procedures. This procedures and expectations should be known to the employee so they can understand the reason for their dismissal. It is understood that serious mistakes also vary from one company to another.
The employee warning letter document provides more information on what warrants a dismissal and the best way to go about the process legally. Moreover, it highlights what a warning letter should include and how it should be structured. It is also important to consult a legal professional as an employer or an employee.