{"id":10073,"date":"2019-02-13T12:23:19","date_gmt":"2019-02-13T09:23:19","guid":{"rendered":"https:\/\/www.kreston.ro\/2020\/06\/05\/dismissal-for-poor-performance\/"},"modified":"2020-06-05T17:13:49","modified_gmt":"2020-06-05T14:13:49","slug":"dismissal-for-poor-performance","status":"publish","type":"post","link":"https:\/\/www.kreston.ro\/en\/2019\/02\/13\/dismissal-for-poor-performance\/","title":{"rendered":"Dismissal for poor performance"},"content":{"rendered":"<div class=\"wpb-content-wrapper\"><p>[vc_row][vc_column][vc_column_text]According to the Law 53\/2003 &#8211; Labor Code, art. 61, dismissal for poor performance is included in the dismissal for reasons related to the person\/employee.<\/p>\n<p><strong>What are the causes of poor performance dismissal<\/strong><strong>?<\/strong><\/p>\n<p>Causes of dismissal due to poor performance may be:<\/p>\n<p>a) failure to meet the evaluation criteria established when concluding of the employment contract;<\/p>\n<p>b) obtaining poor results on two consecutive periodical assessment;<\/p>\n<p>c) weak performance of the department that the employee is leading;<\/p>\n<p>d) missing deadlines \/ non-completing duties or performing duties at a lower standard than the set for employment;<\/p>\n<p>e) negligence at work.<\/p>\n<p><strong>An employee cannot be dismissed on poor performance in the following cases:<\/strong><\/p>\n<p>a) Due to employee\u2019s psychological \/ physical inability.<\/p>\n<p>b) Bringing loss to the employer with intent. This is a disciplinary case and will be subject to disciplinary procedures;<\/p>\n<p>c) Withdrawal of the authorisations, or certifications necessary for exercising one\u2019s profession by law enforcement<\/p>\n<p>d) Employee&#8217;s refusal to participate to the training due to objective reasons.<\/p>\n<p><strong>What are the stages of dismissal due to poor performance?<\/strong><\/p>\n<p><strong><em>a)<\/em><\/strong> <strong><em>Employees\u2019 assessment<\/em><\/strong><\/p>\n<p>According to the Law 53\/2003 &#8211; Labor Code, art. 63, paragraph (2), dismissal due to poor performance may only be decided after the employee&#8217;s assessment, according to the assessment procedure established through Internal Order Regulation.<\/p>\n<p><strong><em>b) <\/em><\/strong><strong><em>Schedule employee re-evaluation<\/em><\/strong><\/p>\n<p>If the employee has achieved poor results in the assessment process, the employer will set a deadline in which the employee has the opportunity to improve their results. The deadline will be determined by the evaluation committee according to the complexity of the identified noncompliance.<\/p>\n<p>If the employee doesn\u2019t improve his\/her results, he\/she will be transferred to another position in accordance with his \/ her professional level..<\/p>\n<p>If the employer does not have vacancies compatible with his\/her professional background, the employee will be dismissed due to being unfit professionally.<\/p>\n<p><strong>What other options do we have if the employee does not correspond professionally to the job?<\/strong><\/p>\n<p><strong><em>a)Switching to another job \/ position<\/em><\/strong><\/p>\n<p>According to art. 64 of Law 53\/2003 &#8211; Labor Code, if the employee\u2019s is found unfit professionally, the employer has the obligation to present him \/ her other vacancies in the unit, compatible with his \/ her professional training.<\/p>\n<p>The employee shall have a deadline of 3 working days from the notification of the employer, to express his\/her written consent on the newly offered position.<\/p>\n<p>If the employee does not express his\/her consent within 3 working days, the employer may dismiss the employee.<\/p>\n<p><strong>b)<\/strong> <strong><em>Notification of the local public employment office <\/em><\/strong><\/p>\n<p>If the employer has no vacancy, he shall request the support of the local public employment office in order to reallocate the employee, according to his\/her professional background.<\/p>\n<p><strong>Does the employee have the right to protection in case of dismissal?<\/strong><\/p>\n<p>The dismissal on poor performance grounds is assimilated to dismissal for reasons not imputable to the employee. By proposing vacancies according to his\/her professional background, and by requesting the local public employment office support, the employer offers protection to the employee, hence it comes in with other alternatives so that she\/he will not remain unemployed.<\/p>\n<p>Also as protection for the employee, in the case of dismissal for being unfit professionally, the employee shall have the right to a notice period of at least 20 working days.<\/p>\n<p><strong>When is the decision to dismiss due to poor performance \/ unfit professionally taken?<\/strong><\/p>\n<p>The employer shall issue the dismissal decision within 30 calendar days from the acknowledgement of the cause of dismissal.<\/p>\n<p>Contact our specialists for more details here:\u00a0<a href=\"https:\/\/www.kreston.ro\/en\/contact-us\/\">https:\/\/www.kreston.ro\/en\/contact<\/a>[\/vc_column_text][\/vc_column][\/vc_row]<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>[vc_row][vc_column][vc_column_text]According to the Law 53\/2003 &#8211; Labor Code, art. 61, dismissal for poor performance is included in the dismissal for reasons related to the person\/employee. What are the causes of poor performance dismissal? Causes of dismissal due to poor performance may be: a) failure to meet the evaluation criteria established when concluding of the employment [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":14902,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[257],"tags":[366,367,368,284,360,369,370,371],"class_list":["post-10073","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-en","tag-assessment-en","tag-concediere-en","tag-decizie-en","tag-dismissal-en","tag-evaluare-en","tag-necorespundere-en","tag-performanta-en","tag-poor-performance-en"],"featured_image_src":{"landsacpe":["https:\/\/www.kreston.ro\/wp-content\/uploads\/2013\/03\/kreston_romania_news_cover-1140x445.png",1140,445,true],"list":["https:\/\/www.kreston.ro\/wp-content\/uploads\/2013\/03\/kreston_romania_news_cover-463x348.png",463,348,true],"medium":["https:\/\/www.kreston.ro\/wp-content\/uploads\/2013\/03\/kreston_romania_news_cover-300x169.png",300,169,true],"full":["https:\/\/www.kreston.ro\/wp-content\/uploads\/2013\/03\/kreston_romania_news_cover.png",1500,845,false]},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.4 (Yoast SEO v27.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Dismissal for poor performance - Kreston Romania<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.kreston.ro\/en\/2019\/02\/13\/dismissal-for-poor-performance\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Dismissal for poor performance\" \/>\n<meta property=\"og:description\" content=\"[vc_row][vc_column][vc_column_text]According to the Law 53\/2003 &#8211; Labor Code, art. 61, dismissal for poor performance is included in the dismissal for reasons related to the person\/employee. 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