How has the organisation come to guilty conclusion?
Any enquiry or show cause notice given to worker to find out reasons?
Before you take "a" immediate action you need to give the "guilty" workers a chance to furnish their side also.
So view things in proper perspective before taking actions.
Issuing a transfer order is routine in companies with multiple branches.
19th December 2015 From India, Pune
19th December 2015 From India, Mumbai
Thanks for guiding me but our RSM ( Reporting person of those candidates ) already given then a warning mail regarding this issue but they were indifferent. Now please suggest me what should I do from my end??????????[/QUOTE
The senior person in the concerned department needs to have a direct talk and discussion with the concerned workers and then try to get to root cause of problems.
Record the discussion and counsel them.
This record gives them the subsequent basis of any action if needed.
One must give reasonable opportunity for change and betterment.
Transfer to another location is passing a problem baby to another manager.
See holistic picture.
Act strongly but follow principles of natural justice.
20th December 2015 From India, Pune
One or two persons can be wrong, but not several at a time. Better check the attitude and working style of their boss. Normally, employees working at their home town don't try to become non-performer or indifferent due to the fear of getting shunted out of their home town.
Rest depends upon your own wisdom.
20th December 2015 From India, Delhi
20th December 2015 From India, Mumbai
Better track the root cause of the problem of non-performance of employees for remedial action, rather than playing a revengeful or harassing game to attract more indiscipline or arrogance of employees. Tactful handling of the situation is advisable.
On the other hand, you may better prepare some rational rotational transfer policy and circulate amongst the employees, so that you may implement that on regular basis at the end of the academic sessions of the children of the employees, as that may not pinch the employees, being a regular annual feature.
21st December 2015 From India, Delhi
I agree with the opinions of Mr.Nathrao and Mr.Saikumar as regards your query. The transfer of arrogant employee is not the solution for transfer from one place to another unless you have a genuine reasons for transfer and the same should be within the purview of your employment rules or standing orders. On what reasons you are transferring, the reasons must be quoted in his transfer order? If transferred what will be arrangements for substitute so technically so many questions are arising. Better you issue him a show cause notice for failing of his performance or whatever may be the reasons and ask for his explanation and give him a waning to improve his attitudes. In spite of this, he failed to improve, you conduct a domestic inquiry into the matter by giving the charge sheet and award punishment subject to the findings of the inquiry officer, by allowing him a opportunity to explain, represent through union office bearer or any one of his colleagues.
Labour Laws Consultant
21st December 2015 From India, Bidar