Dinesh Divekar
Business Mentor, Consultant And Trainer
Pganeswararao
Dy. General Manager - Hr & Admn.
Asandil
Director, Career Maker
Sambtmir
Management Consultant - H. R

Dear All,
I need your help.. pls guide me.. one of our employee joined just 4 months back coming late every morning. Lunch break is 1 hour ( 1:00pm to 2:00pm) and he is suppose to go home at 12:45 and return at 3:30pm. and in between office hours he will go outside to have smoke -tea coffee for 15 to 30 min. and from this it is effecting to other employees work. and many times found that he is not all following the job responsibility. I also called him and gave verbal warning twice times but there is no heed at all. ...pls suggest me what i have to do at this situation?
28th May 2016 From India, Bengaluru
Sir,
Pl refer the company standing orders in which there will be a clause on misconduct of late coming.
You are supposed to give show cause notice mentioning the monthly late comings and ask for
explanation.
If you give 2/3 times, and inform it goes to personal file which will spoil your carrier, certainly
he tries to come early to report duty.
Rgds
PGR
28th May 2016 From India, Hyderabad
Dear Anand,

What is the designation of the employee? What type of work does? What are his KRAs?

I am surprised at the fact that you have tolerated such feckless behaviour or cavalier attitude of the employee for four long months. You could have terminated his services after 1-2 months itself.

What about employee's HOD? Why is he tolerating this nonsense? Anyway, as Mr Neswararao has suggested, now find out statistics of late-coming for the month of May 2016 and issue him show-cause notice. If the explanation is not satisfactory, issue him warning letter. If the employee remains intractable even after written warning also, terminate his services after 15 days. If he has completed just four months in your company, then he could be probationer. Terminating services of probationer should not be that difficult if you have inserted clause to this effect in the appointment letter.

Thanks,

Dinesh Divekar


28th May 2016 From India, Bangalore
The employee is a new entrant. What is his probation period ? He should not be allowed to go on indulging in breaking the service rules / rules of discipline. He has disobeyed two verbal warnings which should be followed by written caution notice advising him to refrain from resorting to these kind indisciplined activities. Even thereafter if he continues to defy the organisation rules of discipline, take necessary action to remove / dismiss him under the organistional rules such as Standingn Orders / under the terms of employment contract as applicable to him.
The nappropriate action for recurrent wilful misdemeanours on his part warranted stern actionj against him including his removal /dismissal failing which he will be a potential threat to the maintenance of organisational discipline and so to be nipped in the bud by the management..
Thanks
Samir Kr. Bhattacharya
31st May 2016 From India, Calcutta
I would like to have a format of show cause notice. Any help?
31st May 2016 From India, Noida
Hi,

we have discuss about termination Our self Ashok Patel,Shashikant Patel & Bharat Bhanushli we have working JMC Projects(I) ltd.Reliance Industreis Ltd.J3 Projects Jamnagar MOU as Contract Employee for 24 Months. Ashok Patel Leave from 23rd July to 3rd August-2016 & Bharat Bhanushali Leave from 20th July-2016 to 30th july-2016 in our leave date 29-07-2016 Head Office HR Telephonic call us Your services has been terminated effect from 01st August-2016 without prior notice show cose notice.our both employee contract period Ashok patel 10th December 2014 to 24 Month,Shashikant Patel Contract 7th september 2014 to 24 Month.Bharat Bhanushali contract Period 21st july 2014 to 24 Month as per our joining offer letter.

we have meet projects head reason of termination he says top management decide up to till date we have on leave from 3rd August-2016 to 18th August 2016 which of our leave balance now suggest us can we go to apeal any legal advice,Labour court VS Company please suggest what we can do.
18th August 2016 From India, undefined
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