PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Raj Kumar Hansdah
Shrm, Od, Hrd, Pms
Sr. Hr Executive @ Polymerupdate
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It is very common in smaller firms that employee takes top people for granted. They think that they might not get easy replacement and hence perhaps would manage them no matter what.
however, such issues needs to be tracked. Have you issued any warning letter? Has any communication between you two recorded? If yes, you can go ahead and issue a final warning stating that if this happen to continue even one more time, company would sack him on immediate grounds on the reason of misconduct (not following company's rules is a misconduct) and also state to him that his relieving letter would be marked red which would affect his future job hunt.
Just issue this letter, if he takes it seriously and starts behaving, well and fine. If not, you can actually think of terminating him. However, in the warning letter do not fail to mark all your previous warnings with dates and reference no. if any. There should be proofs that you've had given him initial warning and so had top management, before taking this extreme step.
Hope it helps :)
From India, Mumbai
Raj Kumar HansdahDear Subhashish
It would be desirable if you can divulge the specific infraction the employee has committed. Is it serious enough to qualify for termination ?
How can it be ascertained whether the employee has committed any wrong; or its just a subjective perception based on other factors ?
Do you have a Code of Conduct/ Standing Orders/any document that specifies thee Do's and Dont's ?
What do such vague information like : "..one of our employee took us on a wrong foot .."; "... i myself tried to make things in order by handling it calmly but the employee took me for a ride. But then also i tried to handle it at my capacity and not the top management know about it. but things went worse .." signify ??
Instead of such ambigious "opinion", you could give some specific information; which would be useful for other members to give their considered opinion.
From India, Delhi
HR Hiral MehtaDear Subhashish,
There is no push button solution for any problem & that too ambiguous problem. I didn't understand the relation of employee creating problem which is affecting your business & loose employees!!! - when you say "one of our employee took us on a wrong foot considering that we can't dare to take serious steps against any employee even if he creates problem which is directly hampering the business since that way we would loose employees"
Agreeing to Raj Kumar, I too suggest you to mention the facts clearly.
From India, Ahmedabad