Navigating Union Procedures: How Do You Handle Notices for Workplace Issues?

Union Procedures in the Workplace

1. Absenteeism and late-coming action and section/procedure
2. Conflict & Dispute Resolution action and section/procedure
3. Discipline action and section/procedure
4. Discrimination action and section/procedure
5. Harassment action and section/procedure
6. Health action and section/procedure
7. Interpersonal Communications action and section/procedure
8. Safety action and section/procedure

My general manager instructs us to send a notice at the top of all issues. If someone comes late, a notice is immediately sent to their home and the union office. Can you help me with this?

Thanks

Dear Selvaraj,

You have asked for actions, sections, and procedures for many subjects. It only goes to show that you need to work under a senior who can guide you in the workplace. Members of this forum or seniors can provide responses to specific queries or challenges that you face. However, if you ask fundamental questions, especially on a wide range of subjects, it indicates the requirements of your job and your level of knowledge.

Thanks,

Dinesh Divekar

Dear Selvaraj, what is the team strength of your HR department? Are you solely responsible for these activities? The General Manager, in his capacity, can request you to send notices and letters, but your company should have already established all the necessary procedures for sending such notices regarding employee lapses. Please review and take action. If you require further assistance, allocate some time to familiarize yourself with labor enactments for implementing disciplinary actions.

As a unionized factory or company, it is essential to exercise caution and adhere to the Standing Orders when issuing such notices.

Please let me know if you need any further assistance or clarification.

Best regards, [Your Name]

Absenteeism and Late Coming Actions and Procedures

So many viewers, but only a few engage to reply. As I comprehend your post, let's begin with absenteeism and late coming actions and procedures. First, every company has an internal policy handbook. You can refer to the articles included and discuss, for example, many firms have guidelines stating that if an employee is absent or late three times in a month, they are directly notified by their supervisor or manager to address the reasons behind the behavior. This is to understand why there are difficulties in the workplace, as absenteeism and late coming can be consequences of conflicts, dissatisfaction, and more. If no valid reasons are provided, the employee may be perceived as lazy and may require penalties and increased supervision to realign with the company's vision and values.

Looking forward to hearing from you.

Regards,
S. Toufik
HR & Management Consultant