Termination Policy

img Yosefine BukitVista | September 13, 2023

Definition of Termination in Bukit Vista

The decision that leads to termination in Bukit Vista was evaluated based on employee’s work performance, culture deviation, or by simply doesn’t live the vision of the company.

  • This policy applies to all employees.
  • When possible, employees will be warned and counselled on the termination. This is not a guarantee based on certain events or situations.
  • Any prior warnings will be documented in the personnel file. Termination will generally result after 2 official warnings from HR.

Possible Scenarios that Leads to Termination

Hire and promote first on the basis of integrity; second, motivation; third, capacity; fourth, understanding; fifth, knowledge; and last and least, experience. Without integrity, motivation is dangerous; without motivation, capacity is impotent; without capacity, understanding is limited; without understanding, knowledge is meaningless; without knowledge, experience is blind. Experience is easy to provide and quickly put to good use by people with all the other qualities.” – Dee Hock

Possible ScenariosCasesAction Points
When the employee/intern doesn’t inspire delight, not living the vision and mission of the company.Deviating company culture. Basically unable to follow/ implement/ maintain/ improve company culture at its finest. Lack of integrity. Show little to no transparency within the team members or the company.Immediate Termination
HarassmentsImmediate Termination
When the employee/intern doesn’t show the minimum hiring requirements of Bukit Vista during their employmentEmployee/ intern doesn’t show either growth mindset, bias-to-action, or self-learnerWarnings
When the employee/intern doesn’t show the secondary requirements.When an employee/ intern:Show inconsistency of motivation either to work, grow, or learn during their employment.Show the lack of capacity and not willing to improve self awareness. Show no improvement of their core understanding related to their role even after constant mentorship.Warnings

Termination Procedure

⚠️ Termination proposal needs to come from either Squad Lead or Chapter Lead (as they have the most visibility of the particular employee/ intern).
  1. Termination proposal by Leaders to HR. Leaders need to first propose to HR on the termination for employees/interns, as well as providing the evidence listed in their own personal documentation.
  2. Evidence cross-check by HR. HR would need to find out and/or cross check the evidence with the respective employee/intern or the team members.
    • HR would need to weigh whether the evidences present are valid.
  3. Proceed with delivering warnings.
    • A total of two warnings will be given. Where after the each warning, the employee/ intern is given 1-2 weeks period (depends on what the leader agreed) to improve themselves.
    • HR should ALWAYS give a heads up to the employee/ interns on when the upcoming announcement to be given (either the second warning letter, or final decision to whether terminate or continue).
  4. Termination Session with HR. After the agreed date of delivering the final announcement, if the final decision leads to termination, then HR will have to book a 1on1 pairing with the employee to deliver the final decision

First warning will be delivered through a 1on1 pairing and its warning letter. Second warning will be delivered through a warning letter. For the final decision (termination) will be delivered through a 1on1 pairing and a final letter.

Post Termination Events

1. Exit Interview Conducted by HR

  • Objective of the session:
    • Ensure that HR considerations regarding severance pay are provided.
    • Completing the termination process by filling in the handover listings, removing company accesses, returning back company assets.
  • This session should be done on the same day of the termination announcement.

2. Quick All Hands

  • Objective of the session:
    • Deliver the termination announcement between the leaders.
    • Elaborating the reasons + evidences of the decision and raising awareness to not reinvent the wheel.
    • Give everyone a chance to say his/her opinions or to ask questions.
  • This session will be held to deliver the termination of an employee (excluding interns). Whereas Intern termination to be announced within squad level.
  • Attendance is mandatory for everyone in the company.
  • This session should be done on the same day or the next day (latest) of the termination announcement.

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