I request your suggestion in the following case. Two of our employees had an argument and used unparliamentary language. This incident occurred in front of all the other employees during working hours. I request your guidance on what kind of letter should be issued as per the process. Should I give them a show-cause notice letter followed by a warning letter? Some superiors are recommending issuing suspension letters. I would appreciate your prompt suggestion. Please send me some formats.
Thanks & Regards,
Parameshwar Reddy
From India, Hyderabad
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1Thanks & Regards,
Parameshwar Reddy
From India, Hyderabad
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You may issue them a first show-cause notice letter (Chargesheet) and let them respond to it. If you succeed in obtaining a guilty letter from them, you may issue a warning letter or consider termination. If you still wish to give them a chance, taking serious action from HR will set a good example for the rest of the employees.
Regards,
Tushar Swar
From India, Mumbai
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Regards,
Tushar Swar
From India, Mumbai
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It's really a concerning situation. The worst part is that other employees had to suffer from the bad language exchanged between two individuals during the fight. This is intolerable in any organization. You should take immediate action by convening an urgent meeting with the seniors and both individuals involved in the altercation. Inquire about the root cause of the conflict, and if, after discussion, it appears that they acknowledge their fault and are willing to rectify it, ask them to write an apology letter to be displayed on the notice board. However, if they maintain the same negative attitude and show no remorse, termination may be necessary.
Additionally, hold a meeting with all employees to emphasize that this incident marks the final instance of misconduct and any future infractions will result in serious consequences for the individual involved. Consider implementing a corrective action policy within the organization outlining all regulations and penalties to prevent similar incidents from occurring.
Good luck!
From India, Mohali
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Additionally, hold a meeting with all employees to emphasize that this incident marks the final instance of misconduct and any future infractions will result in serious consequences for the individual involved. Consider implementing a corrective action policy within the organization outlining all regulations and penalties to prevent similar incidents from occurring.
Good luck!
From India, Mohali
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Please issue the show-cause notice to them and ask them to provide a written answer within 72 hours. After issuing the show-cause notice, inquire about the matter and let them give their opinion on this issue. If the company is using CCTV cameras, then record the footage for evidence. After three days, based on all the evidence and written explanations from them, issue a warning letter, termination letter, or suspension letter.
Keep all the documents of the disciplinary procedure in their employee file and online system if your company uses one. Deduct marks in the Performance Management System for their Behavioral section.
Regards,
Ashish
From India, Pune
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Keep all the documents of the disciplinary procedure in their employee file and online system if your company uses one. Deduct marks in the Performance Management System for their Behavioral section.
Regards,
Ashish
From India, Pune
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DISCIPLINARY ACTION.ppt
Improving Employee Performance Through Workplace Coaching.pdf