Dear Hrdtin,
You have mentioned that you are from a sporting good company. May I ask if the person caught not wearing proper uniform was assigned in a store where she deals directly with customers?
I have to ask this since if she deals directly with customers, the element of company branding is obviously violated.
However, I noticed that your policy is too harsh. First violation would already constitute 3 days suspension. Sanctions should begin with light to a severe reprimand, e.g. reminder, warning, suspension etc. Your guidelines should also have room for exemption for not wearing uniform which should be endorsed authorized by supervisor. Reasons may include torn uniform, failure to dry on time, etc. Although these are just examples but they can happen in reality.
As to the demand for written explanation regarding the warning you issued, did you not cite the particular policy she violated as written in your warning memo? I guess it is the lady who has the responsibility to give a written explanation regarding the violation she committed and not the HR.
Nevertheless, you may want to re-visit your policy and check if there are any loopholes and correct them as necessary.
You may also want to re-orient your employees regarding the employees code of discipline. If this is not possible, as an HR person, especially, if the issue is repeatedly done in the office, you may want to consider issuing a reminder memorandum to all employees citing the policy and why is it important for the employees to wear respective company uniforms.
Good luck on you. What I just noticed also as an HR folk, sometimes employees tend to deny to have knowledge on the content of company manual just to avoid getting reprimanded on the violation they have committed. Since we deal with people, it is also our responsibility to educate them in a way that we should not treat them harshly but going the other way around. This is one of the biggest challenges that an HR professional experiences everyday in their lives. Just be patient on these people, these are the people who will not be satisfied appreciate the HR. In our company, I must admit that these people also exist. What I do in order for them change their outlook on HR, I give them assignment to make them feel that they are being empowered. I assign them as members of the committee for a certain event or any gathering where their opinion would count a lot. Lastly, stay as cool as possible. In everything that you do, be as objective as possible.
Regards.
Mai
You have mentioned that you are from a sporting good company. May I ask if the person caught not wearing proper uniform was assigned in a store where she deals directly with customers?
I have to ask this since if she deals directly with customers, the element of company branding is obviously violated.
However, I noticed that your policy is too harsh. First violation would already constitute 3 days suspension. Sanctions should begin with light to a severe reprimand, e.g. reminder, warning, suspension etc. Your guidelines should also have room for exemption for not wearing uniform which should be endorsed authorized by supervisor. Reasons may include torn uniform, failure to dry on time, etc. Although these are just examples but they can happen in reality.
As to the demand for written explanation regarding the warning you issued, did you not cite the particular policy she violated as written in your warning memo? I guess it is the lady who has the responsibility to give a written explanation regarding the violation she committed and not the HR.
Nevertheless, you may want to re-visit your policy and check if there are any loopholes and correct them as necessary.
You may also want to re-orient your employees regarding the employees code of discipline. If this is not possible, as an HR person, especially, if the issue is repeatedly done in the office, you may want to consider issuing a reminder memorandum to all employees citing the policy and why is it important for the employees to wear respective company uniforms.
Good luck on you. What I just noticed also as an HR folk, sometimes employees tend to deny to have knowledge on the content of company manual just to avoid getting reprimanded on the violation they have committed. Since we deal with people, it is also our responsibility to educate them in a way that we should not treat them harshly but going the other way around. This is one of the biggest challenges that an HR professional experiences everyday in their lives. Just be patient on these people, these are the people who will not be satisfied appreciate the HR. In our company, I must admit that these people also exist. What I do in order for them change their outlook on HR, I give them assignment to make them feel that they are being empowered. I assign them as members of the committee for a certain event or any gathering where their opinion would count a lot. Lastly, stay as cool as possible. In everything that you do, be as objective as possible.
Regards.
Mai