What would be the initial step to approach an employee who is showing under performance but seems to have personal issues going on in the background?Posted in : First Tuesday Q&A ROI on 4 November 2014 Issues covered:
As a preliminary point, how an employer manages an underperforming employee will depend on the service with the employee. For example, if the employee is still on probation, the employer will have lesser obligations in respect of performance management. The terms of the employee’s probationary period in the employee's contract of employment should be reviewed in this regard. Employees with longer service will generally be entitled to performance management and should be afforded a greater opportunity to improve performance.
The employer is expected to observe its performance management and disciplinary policies when seeking to manage an employee’s under-performance. At a minimum, the
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Irish Employment Law Hub? We help thousands of people like you understand how the latest changes in Irish employment law impact your business through a mix of case law analysis and in-depth articles. All delivered right to your inbox.
We help you to understand the ramifications of each important case from Ireland and Europe.
We help you ensure that your organisation's policies and procedures are fully compliant with Irish law.
You will receive regular updates on Irish employment law including case law reviews, legislative changes, topical updates as well as answers to your burning questions through our Q&A feature.
You will have 24/7 access to the Employment Law Hub so you can research case law and HR issues when you need to.
Back to Q&A's This article is correct at 02/09/2015
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.