Query
Format of Warning letter to employee regarding Process Violation for personal benefit & creating bad image of organisation . I need to use to issue a MEMO to employees so that he feels ashamed for the misconduct and do not dare to repeatin future at the stake of image of company. he has been hired by the company to build the repo of the company and not to spoil it at any instance whatosever the circumstances be.
6th October 2012 From India, Delhi

PARTICIPATING IN DISCUSSION:
Mksharma63
Operations, Hr And Marketing
Venkatraghavanm
Ir, Er, Payroll, Recruitment,
+2 Others

for any process violation first you need to get written complaint from his superior. Based on the report it is suggested to give show cause notice and ask for explanation within 48 hrs.
Regards
S Rajasekaran

6th October 2012 From India, Madras

While it is necessary to get written complaint, warning memo can be given even without issuing show cause notice. Generally for warning and fineable officences show cause notices are not issued.
Regards
M.Venkatraghavan

7th October 2012 From India, Selam

There are two ways to look at this.
1. Will seeking complaint from his superior, not absolve concerned supervisor of his responsibility to react?
2. HR should intervene, when line manager/ supervisor fails and seek help for intervention.
The best way is to promote culture of assertive communication by HR through line managers. Any violations and consequences should be first brought to the attention of concerned employee straight by his line manager, giving him opportunity to mend his ways. Mostly such communications will help compliance failing to which HR should intervene.....

7th October 2012 From India, Delhi

Hi Neeraj
We are HR consultants having 32 yrs experience.Before issuing warning letter to delinquent workman get the written complaint from department Head in what manner there was violation of process. The complaint must have day, date, time and place and name of witness in whose presence incident took place.Base on the complaint draft warning letter and get it approve from HR consultant. Do not forget to mention under which clause that act and omission amount to miscount.This being legal communication take utmost care. You are welcome for advice. Please write to us on
Avinash Kanoray
8th October 2012 From India, Pune

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