Dear All,
Greetings!
My heartiest wishes for DIWALI.
May be god will give you a lot of wonderful coming years.
I had a concern about the human resource prctice in big Brands.
Today itself i have come across a situation where i am not comfortable with my company human resource practices.
We had come across a situation which i want to share with all of you.
In my company an employee who is working with us for last 25 years, had commited a mistake. He is working in a credit department and due to some reasons he is not able to follow up for the bills worth of 40 lakhs with the ministry which shows his negligence in duties.
He had a clean record on his name in 25 years.
Company had not even issued a single warning letter on his name. In this incident also, company had not issued any memo but directly suspended him for 7 days ( Standing order of company is for 6 days).
In continuation, company had issued him a chargesheet asking for explantaion within 48 hrs.
My question is that whether it was right to suspend an employee directly only in one negligence, whether we have not to conduct enquiry or other procedures to be followed.
If a person is suspended for a misconduct, Can we issue a chargesheet for the same and writing that your suspension will be extended etc.
The only problem is in our management(General manager where they are ready to throw out an employee in a second. Our general manager does not speal prperly to employees.
IF we say that big brands have good human resource practice or they say the employees are their assests only by giving welfare of LTA, Medicals etc. Whether is it right.
What should be the procedure adopted in this case.
As a junior most person, its to difficult to accept this decison that the management had taken.
In my previous post also i had writeen that my HR Manager knows only to manage by hook or by crook. She just know what happens in one company itself as she is baby of this comapny.
I would appreciate, if you suggest me the correct procedure and the measures that this employee can take against the amangement.
Its so painful to see things like this that every second day you are suspending employees and their is no boday who can stand for them as unions are management friendly asthey know only to do their benefits only.(This employee is in Executive cadre).
Would appreciate early responses.
Regards
Ranjeet
Greetings!
My heartiest wishes for DIWALI.
May be god will give you a lot of wonderful coming years.
I had a concern about the human resource prctice in big Brands.
Today itself i have come across a situation where i am not comfortable with my company human resource practices.
We had come across a situation which i want to share with all of you.
In my company an employee who is working with us for last 25 years, had commited a mistake. He is working in a credit department and due to some reasons he is not able to follow up for the bills worth of 40 lakhs with the ministry which shows his negligence in duties.
He had a clean record on his name in 25 years.
Company had not even issued a single warning letter on his name. In this incident also, company had not issued any memo but directly suspended him for 7 days ( Standing order of company is for 6 days).
In continuation, company had issued him a chargesheet asking for explantaion within 48 hrs.
My question is that whether it was right to suspend an employee directly only in one negligence, whether we have not to conduct enquiry or other procedures to be followed.
If a person is suspended for a misconduct, Can we issue a chargesheet for the same and writing that your suspension will be extended etc.
The only problem is in our management(General manager where they are ready to throw out an employee in a second. Our general manager does not speal prperly to employees.
IF we say that big brands have good human resource practice or they say the employees are their assests only by giving welfare of LTA, Medicals etc. Whether is it right.
What should be the procedure adopted in this case.
As a junior most person, its to difficult to accept this decison that the management had taken.
In my previous post also i had writeen that my HR Manager knows only to manage by hook or by crook. She just know what happens in one company itself as she is baby of this comapny.
I would appreciate, if you suggest me the correct procedure and the measures that this employee can take against the amangement.
Its so painful to see things like this that every second day you are suspending employees and their is no boday who can stand for them as unions are management friendly asthey know only to do their benefits only.(This employee is in Executive cadre).
Would appreciate early responses.
Regards
Ranjeet