Employee Dismissed After Sabbatical: Is It Possible to Reverse the Decision?

The employee has not returned after the sabbatical. After a show-cause notice, he was dismissed. Now, he is requesting a reversal because his career has been affected by the dismissal. Can the dismissal be reversed?

You can reverse the dismissal as a special case. Also, work out what the consequences for the future will be. Will you entertain such cases in the future and under which circumstances?

Regards,

When we make a decision, we need to be firm in its execution as well. Dismissal is not something equivalent to an increase in fuel prices, where the government often ends up rolling back prices, albeit partially. If you roll back your decision, then in what way are you different from weak-kneed politicians?

Secondly, you have given a show-cause notice. You have given a chance to that person to explain their position. This was not an on-the-spot dismissal. I feel that this person tried their employment somewhere else. When things did not work out there, now they have come crying to you.

If you take a tough stand, it will send a message to everyone that you do not tolerate nonsense. However, if you revoke your decision, then it may set a bad trend, and revoking the decision may be construed as being driven by heart rather than head.

Therefore, think of the pros and cons before you make a decision.

Dinesh V Divekar

Hi, I completely understand and agree with Mr. Divekar. Could you please share more about this dismissal and what were the major reasons that led to this decision? As we are discussing a professional matter and decision, I believe Mr. Divekar has clearly explained how his insights can assist you in your future actions. It is important not to overlook reassessing the dismissal case and considering the consequences of the decision you are contemplating regarding this employee's request.

I agree with your statements. Organizations are willing to lose talented workforce without forgiving their mistakes. On the contrary, employees have forgiven organizations that were defaulters.

Humanitarian Grounds for Consideration

On humanitarian grounds, only genuine cases can be considered by organizations. There might be a situation wherein an organization might require the services of such talented candidates in the near future.

These are only my views.

With profound regards,
Regards

Balancing People and Processes in Organizations

Any organization is run by people and processes. It's entirely up to you whom you wish to respect first—people or the process. When you have given enough chances to an employee to return to their duties after a sabbatical, there is no more room for any change. If we continue to ignore the processes laid down in any organization, the desired organizational culture can't be achieved.

Regards, Rahul Chhabra

It is not an easy problem and also becomes quite subjective. Ideally, and especially if it is not a serious criminal misconduct, you would not want to brand someone for life. But obviously, you have to run an organization, and you can't give out the signal that people can get away.

Taking him back on the team would definitely be a bad idea. The biggest concession that can possibly be given is to give him an honorable exit—so, formally, you are not dismissing him, but he is resigning. Reinstating him would not set a very good example, and dismissing him with a certificate of dismissal might be too harsh as it would carry over with him.

One thing I want to say here is that there is no need to start multiple posts. We understand your concern, but by doing this, you are not just going to have multiple responses but also create confusion among members and responses.

Your Second Thread: https://www.citehr.com/441478-can-di...ml#post1995707 I request you to avoid these actions.