Dear All,
I am working in an IT company. At a time of independence day celebration our one of the old employee whose designation is team leader was sitting on Director's chair and doing photoshoot. When security person stopped him, he started argument with him in front of everyone. What should I do in this case? Shall I give him warning letter or what? If I don't take any action against him then it will be the bad practice among the employee. I need your valuable suggestions.

From India, Mumbai
Dinesh Divekar
Business Mentor, Consultant And Trainer
Gopinath Varahamurthi
Mindhour Partner, Ass.professor/adm. Officer,
Insolvency N Gst Professional
Recruitment/talent Acquisition, Career Counselling

Dinesh Divekar

Dear Namrata,

There are two issues involved in your post. One emerges when lines of your post are read and another emerges by reading between the lines.

First suggestions is by reading the lines. Tell the security guard to give his report and based on his report, issue the show cause notice to the team leader. Depending on the explanation, you may take appropriate disciplinary action. If few others also give a statement, then warning letter may be given directly.

The second suggestion comes by reading between the lines. The incident has happened coram populo. In that case what security guard felt inappropriate that why no staff member felt it? Why they played coy? Did the incident happen in front of you? Did the incident happen in front of other senior staff members? Why everybody kept quiet?

If the incident happened in front of other staff members if they had kept quiet then it goes on to show that your company has culture of submissiveness. Beneath of facade of normalcy lies a fear of conflict. Not to sit on Director's chair is a plain common sense. Is it that a culture of informality, to which the IT companies are obsessed with, has taken toll of the sanctity of the hierarchical position?

While you may take disciplinary action against the errant employee but then security guard also should be given pat on his back for rising to the occasion.


Dinesh Divekar

From India, Bangalore

More than a matter of indiscipline,it is a matter of rather high spirits.The employee needs to be counselled and told he needs to work hard so that he can legally occupy this chair.
Give a piece of your mind or use someone senior enough to pull him up.
Other seniors present during this act also need to be pulled up.

From India, Pune
gopinath varahamurthi

Dear Friend,
You have mentioned as Old Employee, whether he is ex or old in the age(category), his designation is team leader, have you arranged seats according to their rank and files, in that case it is an indiscipline, if there is no rank and files the arguments and arrangements persists.
Yet, the security certainly knows the Chair is for the Director, who is the authority in making the arrangement the silence of that particular need be pulled and none else, since, the situation may become awkward on interference of other delegates, the old employee may put all others in trouble there is clear failure of authority.
Get your inquiry with the one who have arranged the stage, come to the security to raise the issue get the endorsement from them, pull the old employee with stringent warning for his derailment for failure in maintaining decourm of the stage manners..
Best of luck..

From India, Arcot
Dear all,
kindly, lets know that which documents are required to claim pension under EPF & ESI Act in case of death of an employee covered under the said Acts. It will be great favor of yours.
Thanks & Regards.
Hemant Kumar Mishra
HR -Incharge

From India, undefined

Hello Namrata,
Like Nathrao mentioned, give him a piece of your mind......with someone senior along with you.
He can very well sit in the Director's chair...but after earning it.
But suggest DON'T do it in front of other staff....this has a scope of getting into a grudge-developing scene.
And those who just looked-on also need to be given a pep talk.
This clearly shows the mindset of much of the staff......watching something that can't be taken for granted as some sort of a 'tamasha'.
Also, suggest don't make any sort of Policy for such matters.....I have seen it happen & such policies only make matters worsen in the long-run. Handle it verbally AND tactfully. And also ensure the Director keeps AWAY this issue while it's being handled. Else, it would look like HE is enforcing a rule, when it's, like Dinesh mentioned, pure & plain common-sense.

From India, Hyderabad

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