Employees who agrue with HR

Dear Seema,

Can you please elaborate your concept of CAP in details.

What is the procedure?

__________________
Tulsi

Your organisation seems to be trade union ruled one. Only very adament worker acts like this, otherwise he is mentally ill! Better take disciplinary action against the employee. Since you have already given warning letters no preliminary formality is required. Still if he absent himself any more day, give him a charge sheet and get the reply. I am sure such employees will not care to reply to the charge sheets. Then proceed with enquiry and get rid of him. Take it as a challenge. Being an HR Officer it is your duty to face such incidents.

All the best.

Madhu.T.K

Dear Seema,

Can you please elaborate your concept of CAP in details.

What is the procedure?

__________________
Tulsi

To "WHOMSOEVER IT MAY CONCERN "

Remember one thing sending emails is a silent conversation between the company and the employees that doesnt mean you should be very rude with them.

Secondly, Employees who argue are mainy depressed frustrated with the peers and subordinates or with there social life and family matters.

We as seniors should rather speak to them in personal and find out from where the problem arises.

Employees should be motivated through counseling session and rather supporting them, reliasing them how your performance effecting your own growth and this kind of argument stands nothing nul and void.

if he still argues just show him the company rules and regualtions give him gross period to show his performance and improve his reputation in front of seniors, he will understand his mistake himself rather then we HR getting frustarted with this kind of employees.

After ALL HR - is HIGH RISK.

stay clam keep your self cool listen to his argument, u do not argue, if u argue whats the difference between an employee and HR - HUMAN RESOURCE - MANAGEMENT stands professional so keep it professional.

DO not effect his AAPRIASAL but can speak to him make him understand, if this continues we have to take some serious step, give him time to regain his menatl stress and take my words in no time this kind of employee can reach the desired goal in few months and u can reveiw his performance via graph chart rising upwards.

Last but not least .. " BE POSTIVE AND KEEP POSITIVE AND CLAM WORKING SURROUNDING PEOPLE WILL APPRECIATE AND PERFROM WELL" A SILENT MANTRA OF AN SUCCESFUL LEADER.

REGARDS:
ROHIT PATIL
GREENHOUSE CONSULTTING -
Human Resource CO-Ordinator.

Well.. Employee is every thing of the organization.. if the employee is satisfied the orginzation well perform well...

coming to your question regarding the Leave.....
wel in good organization they have clear define and displayd the polices, rules and regulation........

secondaly there is fixed leave in every organization both for male and female... if the employee exceed there leaves with out informing the HR or head of department.....

HR just simply send then a notice first.. if no response.. than issued warning letter and Final Warrning than treat of Job Termination....

Regarding you case i dont know how big is ur Organization and how many employee in your HR Deparment... May be there is sme problem in HR department or some internal problem...

I agree with vaibhav. First find out the reasons and then take a reasonable decision. After all, for what else HR is there if you can't take a humane decision... Of course, if you are a reasoanble person in HR, there are people who come swarming you saying that they have been treated wrongly or badly. Life in HR is like that but still I feel there is no harm in doing maximum good to the people in all times. No management is understanding of the problems of the lower down and HR person has always to be decisive but choice is yours in my opinion...

Sorry i have to add something as I find Mr Madhu's reply rather disturbing. He says that you are organisation is ruled by the Unions. Which Organisation is ruled by the Unions in Mr Madhu's opinion? I do not know where he learnt his HR practices if you can't treat your workers as part of the organisation? Of course, if you are soft, the workers will take advantage of you. That does not mean that you have to be soft. I find his reply rather strange.

In addition to this you can also do the following so that all employees will get awareness about their absenteeism.

1. Issuing warning letter.
2. unauthorised leave may not be accepted by the HOD as well as HR
When he returns to office, ask him to see the HR Team and get
explanation before proceedings to works spot.
3. Creating awareness amongst the employee by way mail (For Eg.
Howmany days he has taken leave.

regards

Selva.

In addition to this you can also do the following so that all employees will get awareness about their absenteeism.

1. Issuing warning letter.
2. unauthorised leave may not be accepted by the HOD as well as HR
When he returns to office, ask him to see the HR Team and get
explanation before proceedings to works spot.
3. Creating awareness amongst the employee by way of mail (For Eg.
Howmany days he has taken leave, Available Leave, LOP Days etc.,

regards

Selva.

Why you are wasting time and money behind this guy.
After oral warning you should issue 1st CAP letter and after third CAP letter you may terminate that employee with reference to your CAP letters and Appointment letter and co. policies.
Yogendra