Dear sunil,
It is hightime to issue him a show cause notice mentioning repeated oral and written warnings about his misconduct under clause 14(3)(a),(b) (g) and (h) of the Model Standing Orders (as there is no specific standing orders to your organisation - if there is see the clauses accordingly). on his reply - defenitely he wont reply within the stipulated time, fix a domestic enquiry by suspending him from his services.
Prove the misconduct in the domestic enquiry and based on that dismiss or punish him accordingly.
From India, Madras
63It is hightime to issue him a show cause notice mentioning repeated oral and written warnings about his misconduct under clause 14(3)(a),(b) (g) and (h) of the Model Standing Orders (as there is no specific standing orders to your organisation - if there is see the clauses accordingly). on his reply - defenitely he wont reply within the stipulated time, fix a domestic enquiry by suspending him from his services.
Prove the misconduct in the domestic enquiry and based on that dismiss or punish him accordingly.
From India, Madras
Hi,
Verbal message would not make any difference in his attitude though a good write up along with a dim content of warning will work. Just write an e-mail explaining him about your concerns as an HR and guide him using official language.
Its very common now-a-days, people do not consider language contents while speaking to collegues/friends/Seniors, they think its very common.
Being HR, its our responsibility to make them understand that how to command their style of language skills.
With best regards,
Taru
From India, New Delhi
Verbal message would not make any difference in his attitude though a good write up along with a dim content of warning will work. Just write an e-mail explaining him about your concerns as an HR and guide him using official language.
Its very common now-a-days, people do not consider language contents while speaking to collegues/friends/Seniors, they think its very common.
Being HR, its our responsibility to make them understand that how to command their style of language skills.
With best regards,
Taru
From India, New Delhi
Hi Sunil, you must firstly check out what is mentioned in the Standing Order. After that, look for amongnst whom the misconduct has been done, e.g worker vs some senior official, male vs female, etc. Then only, we may be able to decide how to punish.
Initialization can be done, by an oral warning (if the case isn't that much serious) followed by a show cause notice (in serious issues) or even a chargesheet can be issued to him.
Surabhi
From Germany, Frankfurt Am Main
Initialization can be done, by an oral warning (if the case isn't that much serious) followed by a show cause notice (in serious issues) or even a chargesheet can be issued to him.
Surabhi
From Germany, Frankfurt Am Main
Hi 1 Call the person. Instruct strongly. 2 Counseling is the first step. 3 Warning memos, cutting of salaries are the next few steps. 4 Find out his family background and his attitude in out side of the office. If found he moves like that, Just Send him out or if he behave only in office, watch him when he is using such words. Department Transfer or Unit transfer will work out.
Find the root cause. If he behaves only at office, warn and transfer to any other department (May be the pressure of the Boss of the department or the co's are the cause). Find his family background and how he behaves at outsides. If found all places he is such manner, just send him out and request his/her family to take him to doctors.
Hey Dear,
if some body use abusive laguage in the office prmises then its a very serious offense whatever he is, you just set an example for your company and you go with Witten Action.
Beacuse next time any body will think about before doindg any thing.
if some body use abusive laguage in the office prmises then its a very serious offense whatever he is, you just set an example for your company and you go with Witten Action.
Beacuse next time any body will think about before doindg any thing.
Regarding abusive language in office, you may take these steps,
1. You being a HR staff, Politely tell the person that using abusive language in office/premises is in contravention to existing rules, read out the rules.- in the presence of a witness
2. Ensure that inspite of the bad behaviour, he/she is treated with due respect- in the presence of a witness.
3. Take Union rep into confidence before taking legal action. Build up a case with at least 3 instances of abuse>warning instances.
4. Quitely take intelligence as to his/her interactions with the co-workers,
superiors, sub-ordinates- old habits die hard.
5. Find out if he/she is having any family problem. Dependents should not suffer excessively because of father/mother's mis-behaviour
6. ONE FINE DAY SLAP THE CASE AND THROW THE BAD CHARACTER
1. You being a HR staff, Politely tell the person that using abusive language in office/premises is in contravention to existing rules, read out the rules.- in the presence of a witness
2. Ensure that inspite of the bad behaviour, he/she is treated with due respect- in the presence of a witness.
3. Take Union rep into confidence before taking legal action. Build up a case with at least 3 instances of abuse>warning instances.
4. Quitely take intelligence as to his/her interactions with the co-workers,
superiors, sub-ordinates- old habits die hard.
5. Find out if he/she is having any family problem. Dependents should not suffer excessively because of father/mother's mis-behaviour
6. ONE FINE DAY SLAP THE CASE AND THROW THE BAD CHARACTER
Regarding abusive language in office, you may take these steps,
1. You being a HR staff, Politely tell the person that using abusive language in office/premises is in contravention to existing rules, read out the rules.- in the presence of a witness
2. Ensure that inspite of the bad behaviour, he/she is treated with due respect- in the presence of a witness.
3. Take Union rep into confidence before taking legal action. Build up a case with at least 3 instances of abuse>warning instances.
4. Quitely take intelligence as to his/her interactions with the co-workers,
superiors, sub-ordinates- old habits die hard.
5. Find out if he/she is having any family problem. Dependents should not suffer excessively because of father/mother's mis-behaviour
6. ONE FINE DAY SLAP THE CASE AND THROW THE BAD CHARACTER OUT
1. You being a HR staff, Politely tell the person that using abusive language in office/premises is in contravention to existing rules, read out the rules.- in the presence of a witness
2. Ensure that inspite of the bad behaviour, he/she is treated with due respect- in the presence of a witness.
3. Take Union rep into confidence before taking legal action. Build up a case with at least 3 instances of abuse>warning instances.
4. Quitely take intelligence as to his/her interactions with the co-workers,
superiors, sub-ordinates- old habits die hard.
5. Find out if he/she is having any family problem. Dependents should not suffer excessively because of father/mother's mis-behaviour
6. ONE FINE DAY SLAP THE CASE AND THROW THE BAD CHARACTER OUT
Hello
I have same abuse language in our office.Our senior office manager is using abuse language whenever he want to give an order and when he want to tell something.He always does this behaviour when there is another person in his office who is not the staff of the organization.
Please advice what steps should I take.
For any feedback please send to my address
Thank you
Ismat
From Kenya
I have same abuse language in our office.Our senior office manager is using abuse language whenever he want to give an order and when he want to tell something.He always does this behaviour when there is another person in his office who is not the staff of the organization.
Please advice what steps should I take.
For any feedback please send to my address
Thank you
Ismat
From Kenya
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