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Dinesh Divekar

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Dinesh Divekar

Dear Ritu,
Even though if the performance is good then termination of an employee citing reasons for underperformance is illegal. If your management has communicated to terminate her then you may talk to them and tell them that the newly joined employee needs to be given a chance to correct her behaviour. All that is required from her is to change her orientation.
Please note that children also commit a lot of mistakes that embarrass their parents but that does not mean that the parents throw out their children out of the home.
I am not against termination of employee per se. The option of termination can be exercised provided employee remains incorrigible even after counselling.
This case is not that big as you have made out. Possibly you could be new to this kind of thing.
Personal experience: - During my HR days, in one of my employment, the company had provided with a uniform to the employees. There were various types of uniforms depending on the designation. For women managers, a saree and a blouse was the uniform. A smart lady purchased a blouse-piece of exact matching colour and stitched blouse on her own. Nothing was wrong when she did that but then the problem with the new blouse was that it was too revealing and it was embarrassing for other staff members. Incidentally, she was the seniormost amongst the women folks and we did not have any senior woman who could have counselled her. Finally, my General Manager and I, both of us counselled her and apprised her of the negative consequences of her action. She stopped doing whatever she was doing and normalcy was restored.
Dinesh Divekar

From India, Bangalore

Divaker sir problem is that the termination order has come for the new joinee who has informed about wrong doing in the office. Her performance is just fine for a two month old staff.
From India, Delhi
Dinesh Divekar

You have written that "Divaker sir problem is that the termination order has come for the new joinee who has informed about wrong doing in the office. Her performance is just fine for a two month old staff."
I have given a reply on this point right in my first post. Nothing is ridiculous if you start terminating the whistleblowers. What does your management want from the couple? If unwanted physical intimacy is not nipped in the bud then tomorrow they might go a step further and have an intimate action in coram populo. Is your management prepared for that?
Secondly, if she approaches the Labour Office and files a complaint about the wrongful termination, how will you justify her termination? Does your management have even nerve to face the LO?
About the quality of your writing: - Your posts deserve feedback to you on the way you write. I am surprised at your confusing communication. Who was involved in the action and who was the informer that you have not written clearly. When would you like to learn the basics of business writing? If you avoid shortness and casualness in your communication, the better for your career!
Dinesh Divekar

From India, Bangalore

Hi Ritu,
If your Management is firm of termination, in spite of your explanation, better persuade the employee to submit resignation and relieve her properly. This way she will not face hurdles in future. I think your Management want to conclude the issue with stubborn action so as to show example for others?.

From India, Madras

Sir.. thanks for your valuable feedback on ,my writing skills. Will join a course on the
Same ASAP.
For the matter on this case in my very first post I wrote new joinee came to me with this issue (which makes her whistle blower , at least I understand)might be my bad.
I will be Moreno precise next time.
Thanks for the help. You are immensely helpful.

From India, Delhi

I am refraining myself from offering any definite solution on what you should do. I would rather suggest how you go about addressing the issue. In these days of permissiveness social norms have changed beyond recognition. In the absence of specific information I would only say this much. What you perceive as an egregious behavior on the part of one of your employees may after all be an offense to your sensibilities and may not be for the society in general. Sections and Provisions or Rules and Orders do not come to your rescue while dealing with situations like these, for the written words in the statute books are far behind ever involving societal norms that we encounter all the time in the office and outside the office. Consequently I would suggest caution. Let it not be an over reaction on your part. Try to be objective and practical. To my mind this is one behavioral aspect that can be corrected without capital punishment.
But I have a definite view on the second part of your communication. Terminating the services of a whistle blower is a sure shot recipe for disaster for an organisation besides it being unethical particularly in this case. A classic case of shooting the messenger for carrying an inconvenient message! It also has implication about your conduct as a representative of your organisation. What kind of a value system that you would be representing? What cue other employees should take from your action? Answers to both, in this case, does not augur well for you and your organisation. I am assuming here that you are using poor performance on the part of the whistle blower as a facade to get rid of him or her.
There is another aspect that I found a bit uncomfortable in this thread. Contributors are too ready and eager to be judgmental. Can't we do without it?

From India, Nasik
Nagarkar Vinayak L

Dear Madam,
I think the action of terminating the new joinee would certainly send strong negative message that the management approve of permissive culture and that whoever reports about this will meet with termination of his/her job.
What does your management want? Convert the workplace into nesting hub for love-birds?
Vinayak Nagarkar

From India, Mumbai

Though you have chosen to remain anonymous, the subject matter suggests that you are holding a position of some responsibility. The task you are assigned is morally depraving. You are required to take a stand on the issue and inform the management accordingly.
From India, Kochi
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