Hello ABC8708- I can appreciate your dilemma with the delicacy of this situation. However, it is important to maintain your position as the HR representative for the employees AND the company. I would first advise higher management 'over' the boss that is named in the complaint. This may not be the first complaint against this person so it is vital to place in a formal record. Because the employees are requesting a signed receipt tells me they have been in a similar situation and have been taught through experience that nothing will happen. It also tells me that this 'boss' may have influence to keep him out of trouble.
Maintain your professionalism. Speak to higher management. Keep accurate records of everything. Represent all parties fairly. And as already suggested, this may not be a company you wish to work for, so I would update the resume as well in case you are put in the middle and receive retaliation from the boss in the complaint.
Best of luck~
From United States, Fremont
4Maintain your professionalism. Speak to higher management. Keep accurate records of everything. Represent all parties fairly. And as already suggested, this may not be a company you wish to work for, so I would update the resume as well in case you are put in the middle and receive retaliation from the boss in the complaint.
Best of luck~
From United States, Fremont
Dear friend,
Just want ask if your company has HR Dept or PERSONNEL Dept. If it is personnel, then, Simply implement rules and regulations pertaining to whatever violations the parties might have committed. Either the complaining person or the person complaint of. If you have an HR department, things would turn out different as HR pepole must deal not only the policy but the Human aspect especially the law of cause and effect either natural or otherwise.
HR will even go beyond exploring the individual outside of office in order to determine the contributing factors of his/her attitude including the person being complaint of. This is HR reality to render personal touch to the individual. This is not pampering, but simply administering HR function vis-a-vis Personnel function.
NDTJR
From Australia
Just want ask if your company has HR Dept or PERSONNEL Dept. If it is personnel, then, Simply implement rules and regulations pertaining to whatever violations the parties might have committed. Either the complaining person or the person complaint of. If you have an HR department, things would turn out different as HR pepole must deal not only the policy but the Human aspect especially the law of cause and effect either natural or otherwise.
HR will even go beyond exploring the individual outside of office in order to determine the contributing factors of his/her attitude including the person being complaint of. This is HR reality to render personal touch to the individual. This is not pampering, but simply administering HR function vis-a-vis Personnel function.
NDTJR
From Australia
Hello ABC,
Many views are expressed on this issue.
No doubt it is a ticklish situation.
However it can be tackled in parts.
1.0 If Management does not want you to sign the letter as acceptance you can buy time from both sides.
2.0 Try to convince the Management saying that there is nothing wrong in taking the Letter as received.
RECEIVED does not mean that one agrees to the contents.
3.0 Try to pacify the workers by saying that a solution will be found and it will take time.
The way you have described it, it is obvious that the matter is much above your level.
Take a verbal feedback and convey it to Management.
4.0 Management must be made to convince that the ball is in their court,irrespective of
whether the letter is not accepted or acknowledged.
They have to be told that the matter can be delayed but not ignored
5.0 Till the matter is resolved keep communicating to both the parties.
GOOD LUCK
V.Raghunathan
From India
Many views are expressed on this issue.
No doubt it is a ticklish situation.
However it can be tackled in parts.
1.0 If Management does not want you to sign the letter as acceptance you can buy time from both sides.
2.0 Try to convince the Management saying that there is nothing wrong in taking the Letter as received.
RECEIVED does not mean that one agrees to the contents.
3.0 Try to pacify the workers by saying that a solution will be found and it will take time.
The way you have described it, it is obvious that the matter is much above your level.
Take a verbal feedback and convey it to Management.
4.0 Management must be made to convince that the ball is in their court,irrespective of
whether the letter is not accepted or acknowledged.
They have to be told that the matter can be delayed but not ignored
5.0 Till the matter is resolved keep communicating to both the parties.
GOOD LUCK
V.Raghunathan
From India
Dear All,
I have been unsuccessful. Tried from every angle with HR process/systems & suggestions/guide from you all but the workers/management are not agree on their stand. Have been trying from last week. So much pressure on me. They want acceptance. HR department people in dilemma with me.I have heard from the shop floor that workers are now probably heading for a union but still not confirmed.First time in my HR career , i am really in battle field. Need guide from seniors.
From India, New Delhi
I have been unsuccessful. Tried from every angle with HR process/systems & suggestions/guide from you all but the workers/management are not agree on their stand. Have been trying from last week. So much pressure on me. They want acceptance. HR department people in dilemma with me.I have heard from the shop floor that workers are now probably heading for a union but still not confirmed.First time in my HR career , i am really in battle field. Need guide from seniors.
From India, New Delhi
Your last post is very cryptic. Cannot understand what it really means. You have stated that you were 'unsuccessful' - kindly elaborate in what target you were unsuccessful.
2. What are the respective stands of the management and workers you were referring to?
3. What is the dilemma of the HR department?
4. They are going to start an Union means the whole issue is connected with starting of the union? Didn't you have any Union so far? What is the background?
Only with the above details any suggestions can be given.
From India, Madras
2. What are the respective stands of the management and workers you were referring to?
3. What is the dilemma of the HR department?
4. They are going to start an Union means the whole issue is connected with starting of the union? Didn't you have any Union so far? What is the background?
Only with the above details any suggestions can be given.
From India, Madras
Dear ABC
Can we have a clarity on the following points
1.what is the stand of that Unit head , against whom the complaint is received
2.If that Unit head is a problem, is the management willing to remove him.
3.Is there any perofomer of that unit got sacked?
With out answers for these question a solution cannot be found out. Managers could be real damagers also. There could be some serious issue if not solved, will spread as a disease. At lease the employees written a letter, that meen they want to have some solution from the company. And its a pity for any Unit head who reached this situation or created this situation.
His department should have gone there with you, arrange a skip level meeting with the employees. Understand what exactly is the problem. What solution they want.sit with the Unit head and listen what he has to tell. If Unit head is guilty, he has to be removed. He could be a problem most probably. Employees will form union if their dignity is questioned. After discussion train the Unit head to lead the employees than managing, and damaging if company cant remove them. If any perofomer goes to union, the moral support for the union will be high and it matters. Employees should get the feeling that they are taken care otherwise they will demand many un acceptable things also once they form Union. There is a conflict and you will have to try to solve it. Proper diologue, simple and sinceare communication can solve most of the problem.
From India, Mumbai
Can we have a clarity on the following points
1.what is the stand of that Unit head , against whom the complaint is received
2.If that Unit head is a problem, is the management willing to remove him.
3.Is there any perofomer of that unit got sacked?
With out answers for these question a solution cannot be found out. Managers could be real damagers also. There could be some serious issue if not solved, will spread as a disease. At lease the employees written a letter, that meen they want to have some solution from the company. And its a pity for any Unit head who reached this situation or created this situation.
His department should have gone there with you, arrange a skip level meeting with the employees. Understand what exactly is the problem. What solution they want.sit with the Unit head and listen what he has to tell. If Unit head is guilty, he has to be removed. He could be a problem most probably. Employees will form union if their dignity is questioned. After discussion train the Unit head to lead the employees than managing, and damaging if company cant remove them. If any perofomer goes to union, the moral support for the union will be high and it matters. Employees should get the feeling that they are taken care otherwise they will demand many un acceptable things also once they form Union. There is a conflict and you will have to try to solve it. Proper diologue, simple and sinceare communication can solve most of the problem.
From India, Mumbai
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