As i am a supervisor, I just want to terminate one of my team member due to misbehavior and bad attitude. so, how can I send an official email to the HR department to terminate this guy?
From United Arab Emirates, Abu Dhabi
From United Arab Emirates, Abu Dhabi
Principles of natural justice are followed everywhere in disciplinary proceedings against erring employees. As a supervisor, you can report to the appointing authority about the serious misconduct of the employee concerned and request to take appropriate action and not to suggest the punishment to be awarded.
From India, Salem
6016From India, Salem
Dear Zabeeno,
This is in addition to what Mr Umakanthan has said. He has recommended you send the official communication to the HR Department. In your communication, just write the facts. To write the facts, you may include:
a) What was the incident? When it happened, where it happened? Who is the primary party and who is the second party of the incident?
b) Was there any violation of the laid rule, regulation, SOP, Executive Order etc? If yes, then include the exact details.
c) Do you have any material evidence of the incident? Material evidence means documents, CCTV footage etc.
d) Are there any witnesses to the incident?
e) In your capacity as a supervisor, did you warn the delinquent employee? If yes, then do you have evidence of the warning?
When the HOD or the supervisor provides complete information to the HR Department, depending on the gravity, they initiate the appropriate disciplinary action.
As far as your query was concerned, it has been replied to. Nevertheless, there is a larger issue. Please try to find out whether there is any flaw in the system and this flaw creates the fissures and fissures, in turn, creates conflict. Try to understand what is the psychological orientation of this person. Does this person lack interpersonal skills? Is this person unable to put up with the laziness or slackness of others?
Please note that while removing an employee because of his/her bad behaviour please consider what is the quality of output of this person? Please take a comprehensive view.
Thanks,
Dinesh Divekar
From India, Bangalore
This is in addition to what Mr Umakanthan has said. He has recommended you send the official communication to the HR Department. In your communication, just write the facts. To write the facts, you may include:
a) What was the incident? When it happened, where it happened? Who is the primary party and who is the second party of the incident?
b) Was there any violation of the laid rule, regulation, SOP, Executive Order etc? If yes, then include the exact details.
c) Do you have any material evidence of the incident? Material evidence means documents, CCTV footage etc.
d) Are there any witnesses to the incident?
e) In your capacity as a supervisor, did you warn the delinquent employee? If yes, then do you have evidence of the warning?
When the HOD or the supervisor provides complete information to the HR Department, depending on the gravity, they initiate the appropriate disciplinary action.
As far as your query was concerned, it has been replied to. Nevertheless, there is a larger issue. Please try to find out whether there is any flaw in the system and this flaw creates the fissures and fissures, in turn, creates conflict. Try to understand what is the psychological orientation of this person. Does this person lack interpersonal skills? Is this person unable to put up with the laziness or slackness of others?
Please note that while removing an employee because of his/her bad behaviour please consider what is the quality of output of this person? Please take a comprehensive view.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Colleague,
Generally speaking , in disciplinary matters laws of the country as well as company's HR policies have to be kept in mind and appropriate action need to be taken.
That given, your job is to report to the disciplinary authority, in writing, about the specific facts of the incident alleged against the truant teammate and let the procedure take its course as dictated by the governing principles and law of the land.
It is not up to you to suggest any punishment let alone that of termination as it is the reasoned judgement on the part of punishing authority after weighing all the pros and cons.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Generally speaking , in disciplinary matters laws of the country as well as company's HR policies have to be kept in mind and appropriate action need to be taken.
That given, your job is to report to the disciplinary authority, in writing, about the specific facts of the incident alleged against the truant teammate and let the procedure take its course as dictated by the governing principles and law of the land.
It is not up to you to suggest any punishment let alone that of termination as it is the reasoned judgement on the part of punishing authority after weighing all the pros and cons.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
It is not upto any Manager to decide / recommend the termination of an employee without going through the due process which is to inform the disciplinary authority and provide an opportunity to the deliquent employee to defend himself and based on the enquiry the disciplinary authority will decide on the punishment considering the gravity of the mistake.
V Aswath Hari
Advocate and HR professional
From India, Chennai
V Aswath Hari
Advocate and HR professional
From India, Chennai
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20200320_Adviso ry MinistryOfLabou r-Not To Terminate-Emplo yeesOrReduceWag es.pdf