This person is piqued!!!

Today, I find an interesting issue discussed at an HR mailing list. It is about how to fire annoyed staff by not paying his compensation. This staff is complained that he deliberately shows unwell conviction to work by doing minor violations for getting fired and paid compensation from his organization. 

This problem is common to every HR. During my career experience in human resource sector for years, I remember to one annoying staff. Many misdemeanors he did without feeling guilty as he was under somebody’s wing in our company. Indeed, while I sent him Warning Letter twice, not long after that, “his angel” admonished me and with all of his argumentations, the manager advised me not to do it. 

“You must consider how many cost expense for his compensation should we pay before giving him the Warning Letter”, said the Manager.

I fed up at the time, but I took it as a positive advice and giving him a wise  explanation.  

Perhaps, my guidance below will come in useful someday for you:

1. Make a “Self Introspection” to find the exact problem inside by making a  communication to his/her manager line & team work after to the related staff
2. If it is needed, make a discussion meeting of both parties to solve the problem.
3. Give him a verbal warning after you point out Company’s Regulation and his misconducts
4. Make an evaluation and oversee his performance periodically.
5. If he still sets the rules at defiance, send him Warning Letter and ask his commitment by written notice to give a better performance.
6. The last, if those actions are unsuccessful, you may give him a mutation or make a both parties discussion to finish it. If in the final result, the company raises objection to pay his compensation (UU No. 3 Year 2003 Article 62), the termination without pay can be decided after he gets the 3^rd Warning Letter. By notes that unpaid salary, leave and other allowances as stated in UU No. 3 Year 2003 Article 156.

However, this is also HR duties to find out the reason why its staff does not endure to work with. In some companies, it is a procedure to fill in a form and gives a reason of resignation by the related staff. This is to analyze by HR and as reference of conducting good quality of work environment internally and compensation & benefit improvement.