Drivers problems - Urgent

Sk Associates · #11 11-09-2009, 01:43 PM

First confirm weather the driver is on your payrolls. or getting salary on salary vouchers. If he not on your payrolls. need not to worry.

smohanty · #12 11-09-2009, 02:44 PM

Dear Praveen,

Three options: Do you have a branch elsewhere than the current (in some far away distance).Transfer him.
If he is through a contractor, ask the contractor to terminate his services immediately.
If he is your employee - Terminate him as well questioning his indiscipline.

Regards,
Sas

shish · #13 11-09-2009, 03:41 PM

Dear All,

I am unable to understand,without issuing an appointment letter how can you terminate his services and disciplinary action against him.

shish uniyal

maheshb79hr · #14 11-09-2009, 04:23 PM

Hello,

Don't just do things, think you are a Manager-HR.

1.Check with the Driver's influence in Management
2.Find out the reason for action not been taken against him
3.How long are you with the Organization
4.Meaning of "Act of Indiscipline"
5.What in his habits made you to think that he is out of track

Let me tell you something. If a person in a lower cadre acts indiscipline, it might be because
1.He might be an misconducted person
2.He should be close with somebody in the Top Management
3.He should have good back ground in terms of union
4.He might be negligence

Except the second point every other things are easily solvable. The second point can also be solvable if you specify little more in your answers.

Mahesh
Head-HR

Siva Balamurugan · #15 11-09-2009, 06:35 PM

Hi,

Please take your management into confident and stop him from attending duty in your institution. He need not be sacked or terminated as he is not in your roll as stated by you. Any documentary dismissal / or termination will only make him the beneficiary.

Regards

Balamurugan Sivaprakasam
Head- HR
ICIL- MM Nagar

nagaraj1946 · #16 11-09-2009, 07:51 PM

whether u have issued appointment letter or not, it is evident he has been working for th past 5 years
2. The model standing orders are applicable
3, follow the procedure laid down there that is
issue him a notice giving the details of the misconduct, wait for his reply, if no reply comes with in 15 days or if the reply is not satisfactory(which is natural) conduct a domestic enquiry.
In the maen time u can suspend him, pending enquiry. No dubt he has to be paid 50 of the wages, but it is still worth, see that the domestic enquiry is finished as quickly as possible and terminate his services
nagaraj

constantineofrome · #17 12-09-2009, 01:33 AM

Dear Sir,

Suspend for 5 days in a week and again next week suspend for 4 days. you also send to showcause notice and asking about the clarification and give him a 72 hours for clarification, if you not received their answer than take a action and terminate from services.

Nikhil

Vasant Nair · #18 12-09-2009, 08:57 AM

Dear Mr. Ravichandran,

Please appreciate the fact the a Show Cause Notice and a Charge Sheet are two independent and very different tools.

In case you wish to discuss the fine difference between the two, please call me on my Mobile and we can discuss the same at length.

Best Wishes,

Vasant Nair
09717726667

vishnumohan · #19 12-09-2009, 11:58 AM

1.Meet your members of the Committee/Management and appraise them.Tell them you are going to suspend him with immediate effect quoting the verbal warinings and his past misdemenors.
2.As yours is a private management, you need not waite for any enquiry and you can hold it if it is necessary even after suspension.
3.I am sure once he get his suspension order, he will come to you begging mercy as he has no records for his appointment/employment.
4.Be firm on your decision and never go back until you are sure that he will not repeat the same.
5.Better late than never! Otherwise the virus will spread across other drivers also.
6.Above all, please ensure you have the backings of the Managaement.

sandeepgkulkarni · #20 12-09-2009, 12:27 PM

According to you he is not on your payroll so,

If he is casual or directly then tell him to discontinue from tomorrow and if you have out sourced tell that agency to change the person.

You don't have to follow the procedure of charge sheet and other things if he is on schools payroll.

But, empathetically I suggest to call him and speak him in person take in writting that he has done certain misconduct and will not repeate it. Then give him chance telling him the consequences