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The termination process is usually a challenge for human resources managers and employees. This issue should be discussed in detail, focusing on the Roads and Transport Authority (RTA) in Dubai, United Arab Emirates. The purpose of this report is to discuss the approach that is followed by the RTA regarding the termination of employment. The focus is on describing specific differences between fair and unfair dismissals, explaining the importance of exit interviews, and discussing major stages in managing redundancies.
Differences between Fair and Unfair Dismissals
Dismissals are regarded as fair when they result from an employee’s misconduct and lack of qualifications. Furthermore, dismissals are possible or required when the employment continuation is prohibited according to the labor law or when there is a case of redundancy (“Fair and Unfair Dismissals”). Also, sufficient reasons for dismissal that are adopted in certain organizations are usually listed in contracts. While referring to the RTA’s termination policy, it is important to note that the organization lists the following reasons as appropriate for dismissal: an employee’s misconduct, the material loss because of an employee’s actions, the lack of capabilities required for the work, and the failure to perform effectively under the labor contract and agreement (“Home Page”).
Unfair dismissals are associated with violating human rights. Thus, employees are unfairly terminated if they are fired because of pregnancy and parental leaves or representation and part-time work (“Fair and Unfair Dismissals”). If provided reasons are not sufficient and employees are members of a trade union, such dismissals are also unfair (Sharma 54). In the RTA, unfair dismissals are prohibited. The termination of employees is possible only if the employer and employees agree on termination conditions and the appropriate compensation is provided (“Home Page”).
Importance of Exit Interviews
Human resources managers use exit interviews to declare reasons for dismissal and get the employee’s feedback. From this point, these interviews are important for both parties because they provide employers and employees with information to improve their skills, practices, and approaches (Sharma 82). While referring to benefits for the employer and human resource managers, it is necessary to state that exit interviews are helpful to collect data regarding the organization’s conditions, policies, and practices to identify possible gaps in operations. Also, employees offer the evaluation of organizations’ cultures and environments (Sharma 83). As a result, focusing on the feedback of departing employees, it is possible to determine areas that need improvement.
This practice also has advantages for workers. In the case of dismissal, it is important to inform employees regarding reasons for terminating employment (Sharma 53). An exit interview will provide an employee with opportunities to focus on his or her strengths and weaknesses as well as to identify the areas for further personal and professional development. From this point, an exit interview can be used as a kind of final assessment for employees to accentuate their successes and possible failures. In the RTA, exit interviews are conducted for all employees who are terminated after finishing the probation period (“Home Page”).
Stages in Managing Redundancies
Redundancy is a challenge for any company, and much attention should be paid to managing this process effectively to eliminate adverse effects on employees. The first stage in managing redundancy is preparation (Sharma 112). Human resources managers in the RTA discuss this stage as the key stage. It is necessary to focus on tasks that should be covered during the process, determine the framework, and identify all the required documents. Employees should be informed regarding further changes in the company (“Home Page”). The second stage is the selection of persons who will be terminated. To manage activities at this stage, the RTA refers to assessments, supervisors’ feedback, and disciplinary records to make a reasonable decision. The third stage is the provision of a notice of redundancy. Human resources managers in the RTA conduct individual meetings and interviews to inform employees regarding their decisions and discuss possibilities for appealing or receiving proper compensation. At the stage known as the termination process, employees are provided with records to explain their compensation.
Conclusion
To be fair and reasonable, a termination process should be organized according to the labor law statements. The RTA in Dubai focuses on managing dismissal and redundancy while following the principles of the Emirate’s law. Much attention is paid to guaranteeing that all dismissals are fair and redundancy compensations are provided.
Works Cited
“Home Page.”The RTA. 2017, Web.
“Fair and Unfair Dismissals.” ACAS.org. 2017, Web.
Sharma, Frank. Human Resource Management. SBPD Publications, 2016.
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