Dinesh Divekar
Business Mentor, Consultant And Trainer
Nagarkar Vinayak L
Hr And Employee Relations Consultant
+1 Other

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Would appriciate if any one could upload a format for an employee
From Oman, undefined
Dear colleague,
It would have been better ,had you drafted it yourself and sent for improvisation, if any.
However, here is the possible draft
"To
Name:
Dept
I'd no.
It has been reported that on (date) you reported for duty at about (time) in an inebriated condition and also misbehaved with ( assuming)----- by shouting loudly uttering-------- (give exact words or/and actual act of misbehavior)
This act on your part is against rules of discipline and
good conduct at workplace of our organization.
You are hereby strictly warned to desist from such act in future failing which any repetition of the same or similar breach of the rules will entail stricter disciplinary action.
ForXYZ company
Authorized Signatory."
Obviously, above draft assumes certain happenings and you may suitably modify it based on actual facts and having regard to you service rules.
Regards,
Vinayak Nagarkar
HR- Consultant

From India, Mumbai
Dear Rizfm,
Reporting for the duty in intoxicated condition and then creating ruckus at the workplace is a serious offence and if the warning letter is given to the accused, then it is as good as condonation. It may be noted that in the degree of punishment, warning letter comes at the last.
Going further, how come the intoxicated condition was not noticed by the security personnel? Why the security staff allowed the entry of such employee? Secondly, if the employee reported for the duties in intoxicated state, then why it was not noticed by the Supervisor or the Manager? Why they did not tell him to go back?
In view of this, my recommendation is to conduct the enquiry and investigate the incident as a whole. The employee who reported for the duties after consumption of alcohol should be given highest punishment and the security and the reporting manager should be given the warning letter.
Learning from the Incident: - The learning from the incident is that while handling the matters of discipline or indiscipline, we should focus on the incident and not on the person. The domestic enquiry should be conducted to investigate the incident and focus should not be on the person with the opinions formed beforehand.
Thanks,
Dinesh Divekar

From India, Bangalore
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