How Should HR Handle Deviations from Company Procedures and Unexpected Tardiness?

Addressing Deviations from Established Procedures

In a situation where an Assistant General Manager sets up a disciplinary committee not provided for by the company handbook, and what is provided for is an arbitration panel to be set up by the human resource manager, the appropriate course of action would be to address this deviation from the established procedures. It is crucial to ensure that all disciplinary actions align with the company's policies and procedures to maintain fairness and consistency in handling such matters.

Handling Tardiness Due to Unforeseen Circumstances

Regarding an employee calling in late due to a flat tire when the company's handbook designates 8:30 am as the late time, as HR personnel, the response would depend on the company's policies regarding tardiness and exceptions for unforeseen circumstances. In this scenario, it would be essential to assess the situation, consider the employee's explanation, and determine the appropriate course of action based on the company's guidelines and standards for attendance and punctuality. Open communication and understanding while upholding company policies are key in managing such situations effectively.

Dear Amarcruize,

Your post indicates that you are from Nigeria. Therefore, the response provided assumes your Nigerian background. Here are the replies to your questions:

What would you do in a situation where an Assistant General Manager sets up a disciplinary committee not provided for by the Company handbook, whereas what is specified is an arbitration panel to be set up by the Human Resource Manager?

Reply: Nigeria is a democratic country, so it's crucial to adhere to principles of natural justice. There's nothing wrong in ordering a domestic enquiry to investigate employee misconduct, as the principles of natural justice take precedence over the company handbook. In the scenario you mentioned, where the AGM initiates an enquiry and the HR manager forms an arbitration panel, it raises a question about the disagreement between the two.

If the company handbook designates 8:30 am as the late arrival time, and an employee calls in reporting a flat tire causing tardiness, how should HR handle this situation?

Reply: Being late is considered misconduct. Deciding whether to overlook it or not is at your discretion. If choosing to overlook the lateness, verify the frequency of such occurrences and the validity of the reasons provided.

Thanks,

Dinesh Divekar

I have a slightly different opinion. Note that I have zero knowledge of Nigerian Labour Laws and therefore am speaking based on normal practices only.

Investigation and Disciplinary Actions

Your AGM can conduct an investigation if the incident is within his department or concerns employees working under him. However, he has no right to set up a disciplinary committee if it is not allowed under your company's rules or procedures. If he does create one, it can only be done with the approval of the CEO/MD or Board of Directors.

The entire purpose of having a handbook and rules is to prevent arbitrary behavior, especially from entitled individuals.

Clarification on Purpose

The purpose of your question is unclear. Is he just informing you, or does he need you to inform someone he has an appointment with, or is he late for a meeting you are involved in?

Penalties for Late Arrival

If this is being done because there is a penalty for late arrival, the penalty will apply in any case. However, a senior manager (depending on your corporate structure) can waive the penalty if it was genuine (and as Dinesh said,) not repeated a number of times before.