Employees who agrue with HR

Dear All

thank you for your response. I agree with all of you for the process to be conducted.

But now i feel the only solution that i can see to keep aback up for such employees. You never know what may happen. He may leave the company without notifying.

In that case we will not issue him the experience letter. May be this will make him realize that he is doing something wrong.

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Tulsi

Hi.....Tulsi.........

Generally most of the HR Departments face the same problem regularly. There will always few people who do not want to work as per the rules and regulations........And You may agree that the person who do not work as per the rules might be encouraged by few of us for his past misbehave whatever it was..........And because of it we are facing problems now..... So we should stop this type of behavior very from the first day.......You think why i m advising u a lot......no i m not......but to put an example before other employee.........immediately give him a notice to leave the job as per your terms and hire a new employee with higher pay scale.........and it will be informed him by his mates.......I want him to feel k nahi yaar mere jane se company ko koi fark nahi padta....kaam ho raha he aur main us jagah hota to meri salary bhi saayad badh gayi hoti.......hope u got wat i want to explain u......Just ignore him forget the importance of his post.....& hire a new employee with higher pay scale............

It is not possible for anybody......k....uska experience certificate rok rakho......he can file a suit against the company......usko ya kisiko bhi sudharne ka humne koi jimma nahi liya he.........we are here to work as a bridge of our organisation's as well as employees.

According to me if u have an authority then rasticate him after giving a notice......(it will be sent by RPAD only).....and set an example before your org.'s other employees ......... I know it is very rude decision but we are working for our orgs.

Thanks

Viral Shah

Hi Viral,

Thank you so much for your advise.

I will certainly take strict action now. he must understand that company is falling short because of him. and company is not dependent on him.

Thank you so much once again.

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Tulsi

Dear Tulsi,

It seems all the corrective measures taken so far against him have failed. If feasible, can U ask his team leader not to assign any official job for the following day of absence unless he submits a written statement for his absence without official leave.

Hope this might work but it is an extreme step of punishment and is humiliating but you have no choice. If he takes an extreme measure to resign, better get rid of him.

Regards

Manoj

Dear Tulsi,

It seems all the corrective measures taken so far against him have failed. If feasible, can U ask his team leader not to assign any official job for the following day of absence unless he submits a written statement for his absence without official leave.

Hope this might work but it is an extreme step of punishment and is humiliating but you have no choice. If he takes an extreme measure to resign, better get rid of him.

Regards

Manoj

HELLO,

THE PROBLEM IS OCCURRING BECAUSE OF ONE PLAIN FACT, THAT IS THAT YOU ARE ACKNOWLEDGING THE FACT THAT HE IS CRITICAL RESOURCE FOR THE COMPANY.


THE FIRST STEP WOULD BE TO BEAR WITH HIM AND HIS TANTRUMS FOR SOME TIME, AND SLOWLY CREATE SECOND IN COMMAND, WITH OUT HIS KNOWLEDGE, SEND HIS IMMEDIATE EFFICENT JUNIOR FOR VARIOUS TRAINING PROGRAMS AND THUS HELPING THE JUNIOR TO COME TO THE LEVEL OF THE COMPLAINED EMPLOYEE, ONE THAT IS DONE,

THEN GIVE THIS NEW JUNIOR, (WHOM THE HR HAS GROOMED AND NATURED, TO THE COMPLAINED EMPLOYEES LEVEL),DIRECT REPORTING TO THE COMPLAINED EMPLOYEES IMMEDIATE BOSS.

ONE'S THE THIRD STEP IS DONE THEN SLOWLY RETRACT ALL IMPORTANT WORK AND TASK FROM THE COMPLAINED EMPLOYEES KRA, AND MAKE HIS JUST A RUBBER STAMP, WITH NO DUTIES TO PERFORM.

THE ABOVE METHOD IS VERY LENGTHY AND TIRING BUT HAS DUEL EFFECT, THAT IS NON COMPLIANCE TO COMPANY POLICY IS NOT ACCEPTABLE, AND HARD WORK AND DEDICATED EMPLOYEES WILL BE ALWAYS REWARDED IN TH COMPANY

HOPE I HAVE BEEN ABLE TO PROVIDE YOU WITH SOME SOLUTION TO YOUR PROBLEM

THANK YOU
OCTAVIOUS

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THERE IS MORE TO LIFE THAN JUST LOFTIER AMBITION TO MERELY TO STAND HIGH IN THE WORLD,BUT TO STOOP DOWN AND TO LIFT FELLOW MEN A LITTLE HIGHER.

Hi

HR Does not sanction leave.

Ask his boss whether he is approving his leave.

That is the starting point

HR can not initiate on their own.



Siva

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T.Sivasankaran

And concluding the above, In IT industry it is difficult to join another company without a relieving letter from current employer. So unless this employee is keen on being and entrepreneur it is difficult to get absorbed in the market.
In any case ball is in your court.

Smarika

Not in good tatse Threatening wont help.

Whether IT or any industry getting a job without relieveing letter is tough

But in IT it is relatively easy I know many organisations do not insist on reliveing order.

But the practices I hear and read here and observed in some organisations in Chenmnai are not healthy.

BPOs, Call Centres and ITs are yet come across with litigations manufacturing and service industries have undergone. Presently jobs are available and we do not fiond litigations. But if gthis slows down, we will come across with plenty of litigations and we will be in for surprises.

I have personally witnessed an harfassment of this nature for a girl known to me in a BPO. I did not advise litigation just because i feel always i belong to management side and should not advise anyone to go for litigation. But, harassments on leave, nightshifts,relieveing order are indicative of immaturity of the managers cocerned.


Siva

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T.Sivasankaran

Hi,

This is a very seriuos problem because one employee can effect another employees also. After realising this sitaution we started CAP policy in our company and this is really working.
CAP is corrective Action Plan, you may start this policy in your company. Hope this will help you.