Business Mentor, Consultant And Trainer
Prashant B Ingawale
Misconducts during the notice periods cannot be condoned. Therefore, I recommend you following normal process of handing employee indiscipline. Order the domestic enquiry. Let the misconduct be proved. If the misconduct is proved then you may give her appropriate punishment.
By the way, your post has so many grammatical and spelling errors. Please write the draft of the post on MS Word and then copy and paste. Hope to maintain personal credibility, you can put up these efforts.
14th August 2017 From India, Bangalore
17th August 2017 From India, New Delhi
You have given suggestions on the post of Shwetha. That is fine however, the line sentence of your post reads let the employee know of the impact of bad reference from you in future.
To use the reference check as weapon will be it's gross misuse. Bad reference checks destroys the career of the persons. Employee might have played truant or she had wayward behaviour. Nevertheless, awarding punishment for such behaviour is different and giving threat on reference check is different. What if threats from HR become order of the day?
Let us not forget the fiasco that Tech Mahindra had to undergo in the recent past. For unseemly and inhuman termination of the employee, person none less than Mr Anand Mahindra as well CEO Mr Gurnani had to apologise. It was the bold move of the terminated employee who uploaded audio file of the conversation with HR on the social media. However, before that person, many must have been sacked and their method of sacking must have gone unnoticed for long.
If some smart fellow captures this threat then what can happen that I leave it to your imagination.
17th August 2017 From India, Bangalore