Dear seniors,
We are working in brokerage firm. one employee found involve in selling other projects without any information to management. It is very serious problem .
please give me very strict warning letter as it is spoiling my company image.
From India, Bhopal
9We are working in brokerage firm. one employee found involve in selling other projects without any information to management. It is very serious problem .
please give me very strict warning letter as it is spoiling my company image.
From India, Bhopal
Dear Preeti,
If the misconduct committed by the employee is very serious then better you conduct the domestic enquiry. Let the culpability of the employee be proved and then dismiss him. What your employee has done is deceit. How can you just wrap it up with "warning letter"? Issue of warning letter is far dilute punishment and it is as good as condoning the misconduct.
While awarding punishment, you should take into account the gravity of the default. Else it will set a bad trend in your organisation.
As far as domestic enquiry is concerned, why it should be conducted that I have written in my previous post. You can click here to read those comments.
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
If the misconduct committed by the employee is very serious then better you conduct the domestic enquiry. Let the culpability of the employee be proved and then dismiss him. What your employee has done is deceit. How can you just wrap it up with "warning letter"? Issue of warning letter is far dilute punishment and it is as good as condoning the misconduct.
While awarding punishment, you should take into account the gravity of the default. Else it will set a bad trend in your organisation.
As far as domestic enquiry is concerned, why it should be conducted that I have written in my previous post. You can click here to read those comments.
Ok...
Dinesh V Divekar
Beware of false knowledge; it is more dangerous than ignorance.
From India, Bangalore
Dear sir,
During the inquiry conducted from management side,The Mistake has been already proved and accepted by employee. we do not want to dismiss that employee that's why needed to issue warning letter to him.
From India, Bhopal
During the inquiry conducted from management side,The Mistake has been already proved and accepted by employee. we do not want to dismiss that employee that's why needed to issue warning letter to him.
From India, Bhopal
Dear Preeti,
If the enquiry was conducted and if the culpability of the employee was proved then what is the point in keeping this employee? Impeccable conduct the is prerequisite of employment. Why your management is developing cold feet in sacking him? Tolerance towards under-performance or non-performance is still understandable but this is plain integrity issue.
Just recently Yahoo CEO has resigned because he had made false claim in his CV about his degree. During my HR days, I still remember my VP had sacked one young employee because security had caught her carrying four used lead pencils!
Tolerance towards guile is dangerous. It will vitiate your organisation's culture and set bad trend in your organisation. Why you don't want to sack this fellow? Is good performance the reason? If yes, then how can you bargain organisation's values with misconduct of employee. If you retain this employee then others perceive your MD's leadership as weak one.
I would rather recommend not only employee being sacked but issuing the service certificate with remarks as "terminated due to misconduct". This will send a signal to all the employee you stand for what and they will think 100 times before doing some underhand activity.
Your MD or top management needs to read chapter of "Organisation Culture" of OB once again!
Ok...
DVD
From India, Bangalore
If the enquiry was conducted and if the culpability of the employee was proved then what is the point in keeping this employee? Impeccable conduct the is prerequisite of employment. Why your management is developing cold feet in sacking him? Tolerance towards under-performance or non-performance is still understandable but this is plain integrity issue.
Just recently Yahoo CEO has resigned because he had made false claim in his CV about his degree. During my HR days, I still remember my VP had sacked one young employee because security had caught her carrying four used lead pencils!
Tolerance towards guile is dangerous. It will vitiate your organisation's culture and set bad trend in your organisation. Why you don't want to sack this fellow? Is good performance the reason? If yes, then how can you bargain organisation's values with misconduct of employee. If you retain this employee then others perceive your MD's leadership as weak one.
I would rather recommend not only employee being sacked but issuing the service certificate with remarks as "terminated due to misconduct". This will send a signal to all the employee you stand for what and they will think 100 times before doing some underhand activity.
Your MD or top management needs to read chapter of "Organisation Culture" of OB once again!
Ok...
DVD
From India, Bangalore
Hi Preeti.
I fully agree with Sri Dinesh who has put things very aptly with full legal knowledge. Cheating a company which is providing food is a criminal offense and he has to be punished appropriately. No more tolerance. In a common man's language he can be called a traitor. Don't show any mercy on him. Show the exit door.
M.J.SUBRAMANYAM, BANGALORE
From India, Bangalore
I fully agree with Sri Dinesh who has put things very aptly with full legal knowledge. Cheating a company which is providing food is a criminal offense and he has to be punished appropriately. No more tolerance. In a common man's language he can be called a traitor. Don't show any mercy on him. Show the exit door.
M.J.SUBRAMANYAM, BANGALORE
From India, Bangalore
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WARNING LETTER FOR ABSENCE.doc