Employees who agrue with HR

Dear Seniors,

What action do we take when an employee takes too many uninformed leaves and is continuously lying to HR and Management. This employee informs the HR by SMS.

We have also send a couple of mails to everyone regarding the leave policy.
Inspite of this employees do not inform us about their leaves.

and then when asked an explanation they start arguing. what can be be the solution other sending them warning letters.

Please Help

__________________
Tulsi

seems its other way round at ur company,

bcoz generally HR kills the employees who argue with them, he spoils their performance appraisal, and ultimately harasses them till they resign.


Now let me come to your point, YOU CANT DO ANYTHING TO EMPLOYEES BY YOUR EMAILS, LETTERS, etc.

You have to give them respect, and then only in return you will get respect, may be there is someone in your HR dept, who is troubling the employees.

Try to catch hold of them and fire em

This situation could be handled systematically, if there is frequent absenteeism by one employee , a discussion with the employee followed by counselling if required( to understand if there are any genuine reasons) would be the first step. secondly the current leave policy could be strictly enforced, wherein the immediate manager/supervisor shall be responsible for informing the HR team promptly incase of any absentees without prior intimation. Such employees could be issued memos or warning letter .

Lastly each company has a stipulated number of Paid leaves as per their policy, incase the concerned employee takes more leaves there can be a salary deduction equivalent to the number of days he is not working.

Lastly the company reserves the right to terminate services on grounds of abondoning services.( please check the policy for the same)

Dear Love Bird,

This is not the case. We have given this employee lot respect. But today he just started arguing when we asked him the reason for not coming to the office.

He have considered him alot on the front of his illness. but now it semms he has started taking the policies for granted. The mails sent to him do make any difference on his behavior. And also he is a critical resource for the company.

we only told him that informing the HR via SMS is not valid. to this he started shouting over the phone.

__________________
Tulsi

Dear Tulsi

Sending warning letter is the best solution, I dont understand why you not want to implement that.........

Other way is sit with them try to understand why they are not following the process of intimating in advance.........

IF they have any issue try to resolve and if nothing works, go for gandhigiri...........The day he comes after leave without intimation organise warm welcom for him and then inform everyone that he is the one who feel proud in not following company policy...........He feel himself superior in breaking rules and regulation...........

this way also you can make him realise the importance of policy and system.

__________________
With Regards

Sujeet S Rajawat


http://www.citehr.com/blogs/sujeet_rajawat

First Step: Policy is to be explaied to each employee very clearly.

Second Step:First time violation of policy would involve in oral warning.

You could also discuss with the team manager, will talk and find out the problem.Here all there can sit togetherperson violating, HR and team Manager.

In this case if he is Manager or lead no supervisor make him understand Policy must be followed by every individual of the company.

Third Step:Second Violation will be an Email with CC to the MD or CEO or Manager of that Department.

Fourth Step: Termination on violation of the policy.

This will teach a lesson to every individual in the concern and nobody would dare to do the same.

Hope this serves the purpose.

Dear Sujeet,

We have already send him the warning letters. but still it does not make any diff to him.

We have already implemented this warning letter wala policy. My senior HR has spoken to him twice andtried to resolve his problems. But does want to cooperate with us.

__________________
Tulsi

Dear Tulsi,
First look if there is any genuine reason behind his abnormal behavior. u can check his past record. Still if u belive that his is 'arguing' then in my opinion he must be thinking of switch over or got a new job. U can get info about this from him team mates. In this case u can only wait and watch!!! Am I right???
Vaibhav

Hi Tulsi,

Just one query is the employee under any contract with your company?

Maybe he is just trying to get out of the contract by getting fired.

The only solution you have if he is inevitable to your company is by promoting another person who is under him to a similar position and asking that person to share his responsibilities, and once this new personnel is apt for this new position it would be easier for you to dictate terms with this guy who has been taking a lot of leaves.

If the person is a technical guy then you will have to hire a new person and do the same thing with this current guy.

Even floating a rumor would do, it might just work but beware cause if you planning to float the rumor make sure that you are going to work on it.

Thanks & Regards,



AJ

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.

__________________
Tulsi