Dear sir, I have a small factory with 12 workers .
2- permanent / 10- temporary (who are employed for less than 240 days in a year)
Now the problem is one of the permanent worker is being very arrogant towards me and the temporary workers. He does not listen to me or the manager, how can I punish him or dismiss him, he has been permanent worker for more than 8 years and before that he was temporary worker for 5 years.
Regards
From India, Chennai
2- permanent / 10- temporary (who are employed for less than 240 days in a year)
Now the problem is one of the permanent worker is being very arrogant towards me and the temporary workers. He does not listen to me or the manager, how can I punish him or dismiss him, he has been permanent worker for more than 8 years and before that he was temporary worker for 5 years.
Regards
From India, Chennai
He is also disrupting work very often , like he breaks the driving chain in a machinery and putting some stones into the machine. I have warned him many times but he is not listening.
From India, Chennai
From India, Chennai
Dear friend,
"Arrogance" is a state of mind exhibited in a negative style even during the course of one's normal behavior. At times indifference can be mistaken for arrogance. So, avoid being judgemental as an employer. Look into the specific action of the employee in a given situation and assess the presence of behavior in total disregard of instructions or general rules of conduct pertaining to the work place. If it is so, take a formal disciplinary action against him by following the principles of Natural Justice and award any punishment proportionate to the gravity of the proven misconduct.
From India, Salem
6016"Arrogance" is a state of mind exhibited in a negative style even during the course of one's normal behavior. At times indifference can be mistaken for arrogance. So, avoid being judgemental as an employer. Look into the specific action of the employee in a given situation and assess the presence of behavior in total disregard of instructions or general rules of conduct pertaining to the work place. If it is so, take a formal disciplinary action against him by following the principles of Natural Justice and award any punishment proportionate to the gravity of the proven misconduct.
From India, Salem
Follow the rules of natural justice.
Issue memo and take disciplinary action against him.
Since you have a apparent bias ,keep yourself out of the chain of disciplinary action.
One needs to segregate arrogance and other harmful actions of indiscipline on the factory floor.
Arrogance is a state of mind of an insecure man.
Putting stones in the machines and breaking the chain of machine if proved are serious offences and can even lead to imprisonment for destruction of factory proerty.Please check out all details and have a full fledged investigation and act accordingly.
Natural justice is the key.
From India, Pune
Issue memo and take disciplinary action against him.
Since you have a apparent bias ,keep yourself out of the chain of disciplinary action.
One needs to segregate arrogance and other harmful actions of indiscipline on the factory floor.
Arrogance is a state of mind of an insecure man.
Putting stones in the machines and breaking the chain of machine if proved are serious offences and can even lead to imprisonment for destruction of factory proerty.Please check out all details and have a full fledged investigation and act accordingly.
Natural justice is the key.
From India, Pune
Damage to company property tantamounts to severe disciplinary action. Follow the rules of nature justice and initiate disciplinary proceedings.
From India, Aizawl
From India, Aizawl
A the "Employer" you can take fllwingDisciplinary Actin Steps to ascertain the "Truth" in respect of Acts of Misconduct alleged against the "Delinquent Employee:
1. Frame a proper Show-Cause Notice/ Charge-Sheet which sould contain/include; a) Date, b) Time, c) Place of ccurence of the the alleged Acts of Misconduct as reported and d) sme Detail f the alleged/reported Acts of Misconduct. (For these base Data, either you yourslf or others who were subjected to reported/ communicated verbally perhaps, acts of Misconduct may write the Cmplaints and or Reports for Recrds to be examined later during Enquiry Proceedings;
2. Issue theShw-Cause Notice/Letter r the Charge-sheet to the delinquent Employee for his information advising him in the Letter/ Charge-Sheet itself to "submit his Written Reply/ Written Explanation in his Defence, within Two or Three Working Days (as stated in the set of / Codified Service Rules) informing him that on the receipt of his Reply-in-defence, an Enquiry (Domestic /Internal/Managerial as is commonly known) shall be held by an Enquiry Officer in accordance with the Twin Principles of Natural Justice and the prescribed Procedures for such Internal Enquiries and on completion of which necessary Disciplinary Action shall be taken.
3. Appoint an Enquiry Officer who should be well-versed with Principles of Natural Justice and
Examination or Cross-examination Opprtunity etc wh should inform the delinquent Employee in writing about the Date, Time, Place/Venue of Inquiry and Commence, Conduct and Conclude Enquiry Proceeedings, expeditiously in an Unbiased/Unprejudiced Manner, being Fair, Just and Proper throughout; and
4. Based on Enquiry Report with Definite and ConclusiveFindings", take necessary Disciplinary Action including Proportionate Punishment
Wishing you Confidence & Success.
Harsh K Sharan, Kritarth ConsultingTeam,
Bengaluru Service Delivery Centre,
15.5.2020
From India, Delhi
1. Frame a proper Show-Cause Notice/ Charge-Sheet which sould contain/include; a) Date, b) Time, c) Place of ccurence of the the alleged Acts of Misconduct as reported and d) sme Detail f the alleged/reported Acts of Misconduct. (For these base Data, either you yourslf or others who were subjected to reported/ communicated verbally perhaps, acts of Misconduct may write the Cmplaints and or Reports for Recrds to be examined later during Enquiry Proceedings;
2. Issue theShw-Cause Notice/Letter r the Charge-sheet to the delinquent Employee for his information advising him in the Letter/ Charge-Sheet itself to "submit his Written Reply/ Written Explanation in his Defence, within Two or Three Working Days (as stated in the set of / Codified Service Rules) informing him that on the receipt of his Reply-in-defence, an Enquiry (Domestic /Internal/Managerial as is commonly known) shall be held by an Enquiry Officer in accordance with the Twin Principles of Natural Justice and the prescribed Procedures for such Internal Enquiries and on completion of which necessary Disciplinary Action shall be taken.
3. Appoint an Enquiry Officer who should be well-versed with Principles of Natural Justice and
Examination or Cross-examination Opprtunity etc wh should inform the delinquent Employee in writing about the Date, Time, Place/Venue of Inquiry and Commence, Conduct and Conclude Enquiry Proceeedings, expeditiously in an Unbiased/Unprejudiced Manner, being Fair, Just and Proper throughout; and
4. Based on Enquiry Report with Definite and ConclusiveFindings", take necessary Disciplinary Action including Proportionate Punishment
Wishing you Confidence & Success.
Harsh K Sharan, Kritarth ConsultingTeam,
Bengaluru Service Delivery Centre,
15.5.2020
From India, Delhi
Dear colleague,
Before taking any disciplinary action, following is suggested:
* Have face to face talk with him to understand what makes him to behave arrogantly. Surely, he did not behave like this from the day one and it is the outburst of some deep-rooted suppressed feelings against you. Also try to understand what is he seeking to gain .
* Arrogance is a displaying defiance to authority or disrespect to the normal rules of discipline/behaviour. It is " I don't care " attitude. He has picked this on the job by nursing some unresolved mental conflict.
* Convey to him that if something is of genuine concerns will be looked into but he should refrain from resorting to destructive acts and if he does not, disciplinary action will have to be taken. Allow him to reflect and come up with thoughts on what needs to be done to smoothen out things.
* If he has genuine grievance, try to sort out.
* This approach is suggested as yours is small team and it may get sorted out through heart to heart talk.
* If he does not show any positive change, suspend him forthwith, followed by the chargesheet and domestic enquiry as properly advised by the local labour law expert.
* You may also explore option of buying him out with some monetary gains and leave the organization, if you consider it fit.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Before taking any disciplinary action, following is suggested:
* Have face to face talk with him to understand what makes him to behave arrogantly. Surely, he did not behave like this from the day one and it is the outburst of some deep-rooted suppressed feelings against you. Also try to understand what is he seeking to gain .
* Arrogance is a displaying defiance to authority or disrespect to the normal rules of discipline/behaviour. It is " I don't care " attitude. He has picked this on the job by nursing some unresolved mental conflict.
* Convey to him that if something is of genuine concerns will be looked into but he should refrain from resorting to destructive acts and if he does not, disciplinary action will have to be taken. Allow him to reflect and come up with thoughts on what needs to be done to smoothen out things.
* If he has genuine grievance, try to sort out.
* This approach is suggested as yours is small team and it may get sorted out through heart to heart talk.
* If he does not show any positive change, suspend him forthwith, followed by the chargesheet and domestic enquiry as properly advised by the local labour law expert.
* You may also explore option of buying him out with some monetary gains and leave the organization, if you consider it fit.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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