Partner - Risk Management
Manager- Human Resources
Retired Government Servant/advocate
Business Change Consultant Practising In
Hr/ir & Legal Compliance
Insolvency N Gst Professional
Labour Law Advocate
Sr. Manager Hr
I think employee does not want to share his contact number because there will be disturbance in the work time or at home.
As in database we need the relevant contact details of the employee.
As per your concerned you already have communicated to him several time,
Let fill up the form from him in which he can communicate the address with the relevant contact details; also the emergency contact no. & If employee is not suppose to submit the same in the form , Please issue him a letter that . In case of any kind of happening in the company by which HR need to communicate to him on behalf of work practice. Org will not be responsible for that.
Also , in case of emergency arises due to the lacking of easy communication way , company will not be responsible for any delay in communication.
By this way, you can communicate to him/her. also there is no any kind of system backlog from HR end.
Also as to regularize the system, HR needs to communicate in regular interval about the communicating the residential change / communication channel & submit it in writing.
Hope this will help you.
This was very helpful to me. But problem is this that now many employees has started raising voice against him who are working with him. His seniors and juniors both. He is a site office assistant. Being into construction he is required to be communicated by his staff many time whenever there is some work at site office. And that time people will raise voice.
I am scared if we don't take action against him other staff might denied to give contact number. Then it would become very difficult for me to handle the situation.
So I want to stop everyone by taking some strict action against him.
Is there any possibility if I raise any memo/notice to him for his such unsupported action.
He is an office assistant at site office. If we give mobile to him then will have to give to everyone. We have approx 30 office assistants across sites and corporate office. They are paid very less than that employee but everyone is has shared their number.
He is just taking employer for granted because of his seniority in the organization since he is with the organization for more than 15 years. He is not so good in work too. And just 10th Passed.
We dont want to terminate him, but its becoming difficult to stop other provoking due to his attitude.
Thus need to make him understand the importance of organization thats it.
Because he need to know in todays scenario if he is terminated due to non obligation (as per contract), the in any other organization based on his education he will never get this position and package.
So I want him to follow company policy as others are doing.
Alternatively offer him to buy a cheap phone(you get in 400k nowadays) and offer a minimum talktime of 99rs. This is least you can do him since you do not want to be strict with him.the same shall be deducted from his salary.
Sometimes we have be shred and diplomatic to handle such tough nuts.
Telling the employee that any communication reaching him late is not the responsibility of the company, is not what mature organizations do. If you want communication to reach him, you have to provide him the resource to receive the communication. But, since, it's not practical to provide phones, an allowance maybe considered.
Every company have an applicant form system; in that form personal and alternative contact no. option is very common, you can get his cont. details from his applicant form and if you found its not updated one base on that ground you can issue him one formal letter to update his applicant form.
Now, to update KYC details employees personal mob. no. is required. you can go through his KYC documents and get his mob. no.
if its not updated, base on that you can issue him one formal letter to ask other required doc. along with his updated mob. no.
Hope its work...!
This is best what I can do. Well he is given application form to update his contact but as I have mentioned above in my post that he denied. He provided wife No, but not his number. But now I can raise him a letter , mentioning that as per company policy he will have to share his number other wise strict against will be taken against him.
Also in appointment letter I am going to make it a mandatory clause to share employees personal contact number.
Hope this will sort the problem.
What you suggest ?
Has he filled up his PF forms ? If No then you may ask him to fill the same. For UAN Activation mobile number is mandatory. Bank Account forms also need Mobile Number. Just give him the forms and you will get his mobile number