Sandee1983
Hr Consultant
Nathrao
Insolvency N Gst Professional
Malikjs
Gm (hr)
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Anonymous
Dear all, me as a HR officer
I need a letter to write to a higher authority about informing them that some senior staff and most senior staff always mark their IN/OUT time Wrongly for many month. and its become their routine practices what they do is they come after office OFF time and they mark their IN/Out time of their office working hurs 9 to 5 (Full)
plz help me in this regards
Best Regards

From Pakistan, Multan
Dear Member you are working as Executive HR and wants to write a letter to authorities regarding behaviour of some senior staff.Than what help you need from forum.
From India, Delhi
Anonymous
i need sample complaint letter/email in which i can my my Director/deputy Director mentioning regarding Principal/Officers and some staff coming late to office every day and marking their time on the Time sheet (IN/OUT) total fake & wrong.
what they do is they come office after OFF time (4:30) and they enter time (8:30am - 4:30pm) full working hurs, showing the heads of department that they are very punctual which is totally wrong.
plz guide in this regard what to write to my Director/deputy Director in letter/email
Best Regards

From Pakistan, Multan
Anonymous
i need sample complaint letter/email in which i can my my Director/deputy Director mentioning regarding Principal/Officers and some staff coming late to office every day and marking their time on the Time sheet (IN/OUT) total fake & wrong.
what they do is they come office after OFF time (4:30) and they enter time (8:30am - 4:30pm) full working hurs, showing the heads of department that they are very punctual which is totally wrong.
plz guide in this regard what to write to my Director/deputy Director in letter/email
Best Regards

From Pakistan, Multan
What evidence have you got about fake marking of time?
Remember that the people you are going to complain and important and trusted members of management.
One needs verifiable evidence before making such complaints.
Drafting a letter is not difficult.

From India, Pune
Further to my above post,if you have solid evidence of fake marking in/out,you need to privately discuss the matter with senior management/senior HR.
This is sensitive matter as officials concerned are senior and supposed to be responsible.
Their acts of fake.irregular marking in/out as stated by you indicates a serious lack of integrity.
Suggest a biometric system of attendance to your management.
Tackle this matter with care and in sensitive manner,because top management will find it difficult to accept that some senior staff are doing illegal things.
Sending a email or letter to management will not be appropriate,prior to discussion of this matter.

From India, Pune
Dear Anonymous,
I Think, all issues not been resolved through letters. you should talk to your reporting manager regarding this issue. he will guide you or he will inform to your directors about the issue or you can directly talk to your director regarding the same.

From India, Pune
Hi,

If you are talking about "most senior staff" (Director? / VP? / CEO?) or the "most experienced staff" (some workers with very long relation with the compnay?) or the "most aged staff" (some employees nearing retirement or with extensions).

If it is the top bosses, then you need to first check what are the benefits they are getting being at that position (if including flexible timings).

If yes, the in-out timing entries might be just for the sake of completion of data for salary/administrative purposes.

Please first discuss the matter with your immediate superior (HR Manager). If that does not satisfy your queries, then discuss this matter with the concerned "Senoir Staff" verbally first in presence of one of your superiors from HR department.

If it is one of the other two categories, then you need to first discuss with their respective HOD's about the issue. Then confront them directly with the issue in presence of their HOD's.

A letter sometimes is too formal & can create biases in such work enviromnent. It will be taken as stabbing in the back, if you do not inform them of the misconduct first verbally. So, first go ahead with verbal understanding & in case these fail, then only resort for formal letter.

If it comes to it, the format of the letter should be the same, that you would write in case you would report a junior employee's misconduct. I think you can find this format on internet by simply googling it.

Best Regards,

Amod.


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