₦airaland Forum

Whiteshield:
Businesses who do this crumble sooner than later. I've seen it happen severally.
Fire this man and the current staff will see it as a lesson that loyalty doesn't pay. They will sabotage the company till it collapses.
Instead of firing him, retire him with full benefits. That's what sensible people will do.

If you like, fire him so he can get a good lawyer and sue the association of idiots running that company.

BabaCommander:
It's only someone with the full facts of what's on the ground that would know the best way and timing to do this.

This really should not be a problem, except the reason to fire him is not productivity related.
I always wonder where these managers that seeks advise online from.

You can load the old tuckey with more responsibilities he can't handle,...just make him know he's not valuable anymore. He will be the one ti go by himself.

Originalsly:
Sentiments and business don't mix. If his conscience is bothering him maybe he should find out why such a long standing employee is summarily fired... just like that. Maybe he was stealing big time for yearsssss.

dazzlingd:
The man wasn’t visionary enough to spend 40 years working a company

dublinkmy6:
Only Europeans should handle corporate entities.

My mother worked for Lever brothers (current Unilever), I still remember the party that was organised for her after ten years of service. The certificate of recognition is still with her to date.

I still remember the monthly benefits she received while working with them( staff always got a share of every product o the company).

I still remember her severance package when she resigned.

Now blacks are at the helms of affairs, the story has changed unsurprisingly.

Wallade:
This move is wrong. Even if the HRM want to be diplomatic with the execution of the directive, the steps to take is:

Recommend his compulsory retirement to the management of the organization. Justify your recommendations with international best practices and labor laws.

If management insist on the staff being sacked unjustly despite your recommendations. Proceed to discuss voluntary retirement notice to be tendered by the staff. I mean that the HRM official should engage the old staff in a conversation, of the record; off phone; without any recording and privately, to advise the old staff to tender a notice of voluntary retirement . If I am the HRM officer, once the old staff tenders the notice of voluntary retirement maybe on health grounds, I will accept it on behalf of the organization and present it to the management with a recommendation that the staff should be allowed to stay off work with immediate effect rather than wait for the 1 month or so notice period.

It is still a win-win situation for both management and the old staff; it also helps the HRM to uphold international best practice. Ultimately, this may be a better way to prevent litigation against the management because if the old staff is sacked unjustly, he may engage his lawyers and proceed to court.

fxexperts:
He...........

So you are just trying to look out for your boss ass and make the old man suffer, with your cunny sense, you do not care about him or his- family, same bosses who will threw you out as soon as you are no longer needed. I remember some years ago, employee from shell who were retired, die untimely after retirement, then management takes a decision to look for a way to protect them, that is a white man for you, but blacks are crazy

prof2007:
Hiring and firing are realities of corporate life.

Nonetheless, those companies and managers that understand the importance of human resources will always endeavour to treat their workers with dignity, courtesy and consideration, even when they have to let them go.

Thus, the manager or supervisor who has been given the assignment to fire this long-serving worker should endeavour to do the following:

1. Convince management to give some time/funds to prepare the staff for the disengagement e.g. by arranging a pre-retirement course for the staff.

2. Ensure that the staff is given a letter of disengagement that highlights the worker's positive contributions during his years of service, and that expresses appreciation for same.

3. Convince management to provide a disengagement package (golden handshake) for the staff, in addition to his normal disengagement package.

4. If possible, arrange a send-forth outing for the staff.

Of course, the above only applies if the staff was a loyal and diligent staff who is not being disengaged for a serious offence!

@bold I doubt this for the staff to be around for 4 decades.

StUriah:
[/color]

The Managing Director and the entire members of the management committee, after a thorough assessment of your long-time service and contributions as an employee to the progress of this company, have directed my office to instruct you to discontinue providing your services with immediate effect.

The company appreciates your loyalty and dedication to work throughout the long years you have spent.

Please, be aware that the management has the sole authority to decide the period of productive years in our establishment. My office is only directed to do as instructed.

You are advised to submit all necessary materials, including your Identity Card, belonging to the company immediately.

We wish you the best of luck in your future endeavor.

Sincerely,

For the Management,

Sign



[color=#990000]Note that the moment you write this rubbish letter, you will also have to prepare to quit that Fvking job before they send another person to terminate your own appointment too.


Do Not Pity Your Employer - They are all SELFISH

What goes Around will definetely comes Around.

Honchoslim16:
Just know I'm down for whatever you wanna do
But lately I been indecisive, it's probably best for you to choose

MuslimIgbo:
Lol
Mu. Mu...
Nothing makes sense in your ranting.

Wallade:
This move is wrong. Even if the HRM want to be diplomatic with the execution of the directive, the steps to take is:

Recommend his compulsory retirement to the management of the organization. Justify your recommendations with international best practices and labor laws.

If management insist on the staff being sacked unjustly despite your recommendations. Proceed to discuss voluntary retirement notice to be tendered by the staff. I mean that the HRM official should engage the old staff in a conversation, of the record; off phone; without any recording and privately, to advise the old staff to tender a notice of voluntary retirement . If I am the HRM officer, once the old staff tenders the notice of voluntary retirement maybe on health grounds, I will accept it on behalf of the organization and present it to the management with a recommendation that the staff should be allowed to stay off work with immediate effect rather than wait for the 1 month or so notice period.

It is still a win-win situation for both management and the old staff; it also helps the HRM to uphold international best practice. Ultimately, this may be a better way to prevent litigation against the management because if the old staff is sacked unjustly, he may engage his lawyers and proceed to court.

kennypedia:
I think they want him fired not retired

Sixfiguresmart:
My parents didn't pay my fees to make sense to a minion like you. The only place where we can both breathe the same air is Nairaland.
STFU and stop looking for a way to demonize the old man. You do not know the facts. If he committed a crime, a decent company should have been calling the cops not hiding behind their cowardice to fire him.

You are a poor man and you have no sense even in penury. Given wealth you will be dangerous to humans. Didn't you read the age of the man? Would you feel okay if a company asked you at that age unprepared?

Use your head. His salary is probably not up what that manager spends on charity.

Speak for the poo

ScamHunter:
Someone has been directed to fire an employee who has been with the company for more than 40 years. The order is from top management and this person is wondering how to do this. Is there any procedure for the summary disengagement of someone in their 60s who seems to have spent all their working life in the company?

ScamHunter:
Someone has been directed to fire an employee who has been with the company for more than 40 years. The order is from top management and this person is wondering how to do this. Is there any procedure for the summary disengagement of someone in their 60s who seems to have spent all their working life in the company?

ScamHunter:
Someone has been directed to fire an employee who has been with the company for more than 40 years. The order is from top management and this person is wondering how to do this. Is there any procedure for the summary disengagement of someone in their 60s who seems to have spent all their working life in the company?

prof2007:
Hiring and firing are realities of corporate life.

Nonetheless, those companies and managers that understand the importance of human resources will always endeavour to treat their workers with dignity, courtesy and consideration, even when they have to let them go.

Thus, the manager or supervisor who has been given the assignment to fire this long-serving worker should endeavour to do the following:

1. Convince management to give some time/funds to prepare the staff for the disengagement e.g. by arranging a pre-retirement course for the staff.

2. Ensure that the staff is given a letter of disengagement that highlights the worker's positive contributions during his years of service, and that expresses appreciation for same.

3. Convince management to provide a disengagement package (golden handshake) for the staff, in addition to his normal disengagement package.

4. If possible, arrange a send-forth outing for the staff.

Of course, the above only applies if the staff was a loyal and diligent staff who is not being disengaged for a serious offence!

Wallade:
Why don't you (or the person asked to fire him) discuss the possibility of retirement of the old man with the top management.

It is more honourable to retire him with benefits and gratuity rather than fire him. Or is it that the management don't want to pay his benefits and gratuity?

I suspect that the management want to cheat the old man and make him lose his benefits or full benefit.

dublinkmy6:
Only Europeans should handle corporate entities.

My mother worked for Lever brothers (current Unilever), I still remember the party that was organised for her after ten years of service. The certificate of recognition is still with her to date.

I still remember the monthly benefits she received while working with them( staff always got a share of every product o the company).

I still remember her severance package when she resigned.

Now blacks are at the helms of affairs, the story has changed unsurprisingly.

godofuck231:
Let them come down from their high horses and do the dirty work , stay away from an old man's swear , that job is his only hope after that depression and ill health follows

entrep88:
Stupid Management, if they want to honour staff they can do it themselves but if it is to do dirty work like this they will look for who to do it so that nobody will see them as bad.

ScamHunter:
Someone has been directed to fire an employee who has been with the company for more than 40 years. The order is from top management and this person is wondering how to do this. Is there any procedure for the summary disengagement of someone in their 60s who seems to have spent all their working life in the company?

phorget:
We cannot all be the boss, if we all become the boss then who are we going to employ?

Honestfrend:
Someone that have served more than a normal service year of 35 years.. And added another 5years.. U just want 2 fire him just like that.

If u try that my bro no be juju o. If that man curse u, u re gone.. Take it 2 the bank.

Prepare him for retirement and if u can't tell ur ogas to sack him themselves. .

ScamHunter:
Someone has been directed to fire an employee who has been with the company for more than 40 years. The order is from top management and this person is wondering how to do this. Is there any procedure for the summary disengagement of someone in their 60s who seems to have spent all their working life in the company?