I want to issue a memo informing all employees about their behavior/ attitude towards the other staff members. If anyone has a sample, please send it....
From Qatar, Doha
Dinesh Divekar
Business Mentor, Consultant And Trainer
John Chiang
Advocate Prem Chanda Yadav
Advocate - Silvassa.
Hr Manager

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Dinesh Divekar

Dear Sanjfer,

The word "memo" is derived from the word "memorandum". It means a written proposal or reminder. Nevertheless, either word has a negative connotation. The memorandums are issued to handle matters of discipline or indiscipline. However, a memo is issued to an individual. It cannot have a stature of general circular.

Now coming to your post. What exactly is the challenge? Are the employees misbehaving? Is there a challenge of the lack of interpersonal skills among the staff members?

If just by issuing a memo, if the behaviour of the staff were to be improved, then life would be far easier. However, that is not the case. You need to build a culture of respect, a culture of etiquette, a culture of teamwork, and a healthy interpersonal environment. To do all this, you need to train your staff intensively. Secondly, induction training also plays a vital role. If after doing all this, when a few staff members show defiant behaviour, you can issue a memo to those members only. In such a case, no need to issue a general notice.


[i]Dinesh Divekar[i]

From India, Bangalore
John Chiang

Dear Sanjifer,

The following Employees' Conduct and Discipline are good for your reference since you can select it optional as needful.

Employees' Conduct and Discipline

1. Business Conduct
Our Company has long enjoyed a reputation for adherence to the highest principles of fairness, honesty, and integrity in the conduct of its business.

Since it is the employees who are the source of this favorable reputation, we must maintain the highest standards of conduct in all our activities. These standards must be such as to avoid even the appearance of impropriety to those with whom we deal and to the public at large. To help implement this policy, Company has adopted the Policy Guide for Business Conduct. Copies are available from the HR Department.

Employee may, depending upon the position he/she holds, be required to complete a Business Conduct Certificate. Employees will be informed if this practice applies to him/her.

2. Soliciting Contributions
Occasions may arise - important anniversaries, weddings, retirements - when a group of friends may wish to contribute toward the purchase of a gift for an associate. Solicitations for such purposes are permitted if approved in advance by Department Manager, and if kept to a reasonable number of occasions. The decision to contribute or not to contribute is a personal one and must be entirely voluntary.
Under no circumstances should employees give presents to any of their supervisors or Managers. Tipping of Company employees is strictly forbidden.

3. Selling and Canvassing
The sale of articles of any description, canvassing, the taking of subscriptions, the use of the Company's electronic or regular mail network for such purposes, or any activity of a similar nature on Company premises by Company employees or others is strictly prohibited. Should anyone approach an employee for such a purpose, please notify his/her supervisor or Manager at once.

4. Soliciting Support for Political, Religious, Ideological, or Similar Causes
The company recognizes that there is a wide range of different individual opinions among its employees regarding major public issues, and respects the right of each individual to adopt and express his or her own opinions and beliefs on such issues. However, solicitation by one employee of another to obtain support for opinions and beliefs, or activities related thereto, through the distribution of petitions, literature, or other means during the time either employee is required to be performing job duties in working areas on Company premises, interferes with the orderly conduct of business and is not permitted.

The United Way, as described under Payroll Deductions, is the only charitable fundraising agency for which direct solicitation is permitted among employees.

5. Personal Indebtedness
Supervisory personnel are prohibited from entering into negotiations with any employee to borrow money, procuring a loan, or signing any note as a co-maker.

6. Gambling
Gambling in any form on Company time or premises is strictly prohibited. This includes pools and lotteries of any kind (except a government lottery), whether conducted through professional bookmakers or operated on an informal basis by and among employees themselves. It also includes the use of Company telephones for such purposes.

Management is instructed to enforce this rule rigidly and to promptly report to the HR Department any evidence of a possible violation that may be brought to its attention.

7. Alcohol and Drug Use
The company prohibits the sale; possession or unauthorized use of alcoholic beverages on Company premises at any time.

Company prohibits the sale or medically unauthorized possession or use of narcotics and other illicit drugs by employees on Company premises, or while on Company business, not only because such activities are unlawful, but also because they may adversely affect employees' safety and health, and seriously impair their value as employees. In addition, such drug use constitutes a potential danger to the security and welfare of other employees and exposes the Company to the risk of property loss or damage.

Reporting to work under the influence of alcohol or any medically unauthorized narcotic or other illicit drugs, using or selling illicit drugs on Company premises or while on Company business, or the sale, possession or unauthorized use of alcoholic beverages on Company premises will be grounds for disciplinary action, up to and including termination of employment. If an employee is found to be selling or distributing any illicit drug on Company premises or while on Company business, where the evidence so warrants, the Company will bring the matter to the attention of appropriate law enforcement authorities.

The term "drug use" is defined to include the sale, or medically unauthorized use or possession, of any "illicit drug," which means any narcotic drug (including marijuana), a hallucinogenic drug, or depressant or stimulant drug, as defined by government law.

The company, where not prohibited by law, conducts pre-employment drug testing of applicants for positions paid through the government Payroll. This testing requires applicants to provide a urine sample. Applicants with positive test results are not employed.

The company also reserves the right, where not prohibited by law, to conduct employee drug testing. Employees who refuse to submit for a drug test or who fail multiple drug tests will be subject to disciplinary action, up to and including immediate termination.

Alcoholism and drug abuse can be successfully treated. If the employee would like confidential advice or further information concerning this matter, please contact the local director of medical services, the Employee Advisory Services in the HR Department.

8. Theft of Company Money or Property
Theft of Company money or property is prohibited. Theft includes stealing, or attempting to steal, Company money or property, whether wrongfully taking it or by fraud or embezzlement. This includes, but is not limited to, the submission of fraudulent claims for reimbursement under the Company's Insurance and Retirement Program and under the Company's Travel Expense Voucher procedures, or false records of time worked.

If an employee steals or attempts to steal the Company's money or property, where the evidence so warrants, the Company will bring the matter to the attention of appropriate law enforcement authorities.

9. Falsification or Destruction of Company Records or Reports
Falsification and/or destruction of any Company property is prohibited. If an employee makes deliberate material falsification of any record or report made or kept in the regular course of business, or destroys or attempts to destroy Company property, including files, correspondence, or other work-related materials, where the evidence so warrants, the Company will bring the matter to the attention of appropriate law enforcement authorities.

10. Employee Identification Card
In most offices, an identification card is issued to all employees. The employee identification card bears the employee's photograph and may have other identifying data and is an integral part of the Company's overall security program. It is to be worn in full view at all times while on Company premises and is to be shown for closer inspection upon request by Company security personnel, supervisory or management personnel, and other authorized individuals.

Upon discontinuance of employment, identification cards must be returned to the Company. Illegal use of such cards is a misdemeanor under the law.
If an employee's card is lost or misplaced, report it promptly to the Supervisor or Manager, who will take appropriate action.

While specific procedures can vary from office to office, the following are meant to provide a uniform basis for conducting Company business and safeguarding employee interests.

Best regards to all CiteHR team colleagues,
John Chiang

From China, Shanghai
Advocate Prem Chanda Yadav

You can make policy, as per your factory/workplace requirement. Like model standing order.
From India, Mumbai

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