Glen Callaghan
22-03-2012, 08:35 PM
Hi,
We have an employee who is not performing to the required standard for their role and is currently on a verbal warning & is working through a performance improvement plan. Unfortunately their performance is not significantly improving and they have suggested that rather than continue the performance improvement plan process (which I estimate will be another 6 months before we would be at a stage to manage out of the role) that they would leave voluntarily with a way out.
The company is open to this, however, we are cautious and want to ensure no repercussions.
We would be willing to pay him what he would receive if his role were to be made redundant and would like to have him sign a waiver to say he would not claim unfair dismissal.
Potentially we could make his role redundant if it "looks" better for him, but there is a chance that we will replace the role so it wouldn't be 100% genuine role redundancy!
Does anyone have experience of something similar that they could share. I know not 100% straight forward and the "correct" approach is to manage the person out by normal performance management process but we feel that process will be too long & indicators are that the outcome will not be positive regardless so best to break the relationship earlier if the employee is happy to do so as well.
Your thoughts are appreciated
We have an employee who is not performing to the required standard for their role and is currently on a verbal warning & is working through a performance improvement plan. Unfortunately their performance is not significantly improving and they have suggested that rather than continue the performance improvement plan process (which I estimate will be another 6 months before we would be at a stage to manage out of the role) that they would leave voluntarily with a way out.
The company is open to this, however, we are cautious and want to ensure no repercussions.
We would be willing to pay him what he would receive if his role were to be made redundant and would like to have him sign a waiver to say he would not claim unfair dismissal.
Potentially we could make his role redundant if it "looks" better for him, but there is a chance that we will replace the role so it wouldn't be 100% genuine role redundancy!
Does anyone have experience of something similar that they could share. I know not 100% straight forward and the "correct" approach is to manage the person out by normal performance management process but we feel that process will be too long & indicators are that the outcome will not be positive regardless so best to break the relationship earlier if the employee is happy to do so as well.
Your thoughts are appreciated