Relieving of employee

Sir, As such, you can terminate him on the grounds of non perfrmance provided you have sufficient proof to establish his non performance. If you pay him his dues as provided in the contract withstanding the duration of the notice period, you can terminate him through an e mail or a letter once his dues are paid. How old is your client.. has he reched his superannuation age? What are the terms specified in his appointment letter? Several factors need to be looked into. But, I suggest you invite him over, thank him for his services and talk him into gracefully resigning from the organisation. Diplomacy works better than a high hand.

Mr. Bharath is right.

Build a record in writing.

Performance can be dependant on various factors.

Non Performance can also be attributed to various reasons.

If the fall in performance is uniform and universal, an individual should not be blamed.

If the employee wants some time to firm up next venture and needs some time even if more than a month, it would be better to let him settle.

Employer and employee both should avoid, confrontation, litigation, heartburn as much as possible.