Dear Seniors,
I hope this message finds you well. Recently, our newly appointed Production Head has been engaging in questionable practices. He insists on apology letters for minor shop floor errors, leading to warning letters. Despite being instructed not to use the company's letterhead, he continues to do so. More concerning is his bias against older employees, treating them differently than new hires. Numerous complaints have surfaced, but the fear of job loss hinders formal complaints.
Additionally, he attempted to influence our hiring process by pushing CVs for his wife's consultancy, hiring nine candidates against HR recommendations. Suspicions arise that he may be benefiting financially. This strategy seems aimed at replacing old staff with his referrals. Management acknowledges the issue but has not taken decisive action. He is violating the basic protocol to be followed while taking disciplinary action. He has strong support from the Technical Director, who is also biased against the old staff. The company's management knew this but turns a blind eye, looking towards the benefits that the company may have in the long run due to the Technical Director. This Director is a strong narcissist, and everybody knows it, but no action is being taken. When discussed with management, they said they will call him and give instructions to refrain from such activities, but I am sure after some time he will identify a new way of harassing people.
Seeking guidance on addressing this matter effectively.
Regards,
Aakansha
(HRD)
From India, Nagpur
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22I hope this message finds you well. Recently, our newly appointed Production Head has been engaging in questionable practices. He insists on apology letters for minor shop floor errors, leading to warning letters. Despite being instructed not to use the company's letterhead, he continues to do so. More concerning is his bias against older employees, treating them differently than new hires. Numerous complaints have surfaced, but the fear of job loss hinders formal complaints.
Additionally, he attempted to influence our hiring process by pushing CVs for his wife's consultancy, hiring nine candidates against HR recommendations. Suspicions arise that he may be benefiting financially. This strategy seems aimed at replacing old staff with his referrals. Management acknowledges the issue but has not taken decisive action. He is violating the basic protocol to be followed while taking disciplinary action. He has strong support from the Technical Director, who is also biased against the old staff. The company's management knew this but turns a blind eye, looking towards the benefits that the company may have in the long run due to the Technical Director. This Director is a strong narcissist, and everybody knows it, but no action is being taken. When discussed with management, they said they will call him and give instructions to refrain from such activities, but I am sure after some time he will identify a new way of harassing people.
Seeking guidance on addressing this matter effectively.
Regards,
Aakansha
(HRD)
From India, Nagpur
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Hi, The only thing you can do is to escalate the issue to the Technical Director or Management. But if Management turns a blind eye knowingly, then you don't have any other options. You may take up the issue with the CEO of the company and try.
Insisting on apology letters for minor errors
By the way, what is wrong with insisting on apology letters for minor shop floor errors? Could the intention of the Production Head be to ensure 100% quality at the plant? How did you conclude that the Production Head is biased against older employees? When you raise a complaint against the Head of the Department, you should be able to substantiate it with proper evidence.
From India, Madras
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Insisting on apology letters for minor errors
By the way, what is wrong with insisting on apology letters for minor shop floor errors? Could the intention of the Production Head be to ensure 100% quality at the plant? How did you conclude that the Production Head is biased against older employees? When you raise a complaint against the Head of the Department, you should be able to substantiate it with proper evidence.
From India, Madras
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Hi Akansha,
It appears that you are facing a challenging situation at your workplace, and it's concerning that your newly appointed Production Head is engaging in questionable practices that go against ethical and fair employment standards. Dealing with such situations can be delicate, but it's important to address them appropriately. Here are some suggestions on how you might handle this:
Document Everything:
Keep a detailed record of instances where the Production Head has engaged in questionable practices. Note the dates, times, and specifics of each incident. Document any conversations, meetings, or instructions related to these issues.
Raise the Issue with HR:
If you haven't already, express your concerns to the Human Resources (HR) department. Provide them with the documented evidence and detail the impact on the work environment. Make it clear that there is a pattern of behavior that is affecting employee morale and creating an unhealthy work atmosphere.
Anonymous Reporting Mechanism:
If employees fear retaliation and are hesitant to make formal complaints, suggest the implementation of an anonymous reporting mechanism. This can encourage employees to share their concerns without the fear of reprisals.
Whistle-blower Policy:
Ensure that your company has a strong whistle-blower policy in place to protect employees who come forward with information about unethical practices. If such a policy exists, remind employees of its existence and encourage them to use it.
Engage in Open Dialogue:
If you have an opportunity, express your concerns during meetings or discussions with higher management. Emphasize the negative impact on the work environment, employee morale, and the potential long-term damage to the company's reputation.
Legal Consultation:
If the situation persists and becomes unbearable, consider seeking legal advice. Employment laws vary, but if your Production Head's actions are violating labor laws or company policies, legal action may be a last resort.
Seek Guidance from an Ombudsman or Mediator:
Some companies have ombudsman services or external mediators who can help resolve internal conflicts. These individuals can provide a neutral perspective and assist in finding a fair resolution.
Employee Support Network:
Encourage affected employees to form a support network to collectively voice their concerns. This can help build a stronger case against the Production Head's actions and demonstrate the widespread impact.
While addressing workplace issues requires a strategic and careful approach, ensure that you follow the proper channels within your company's structure while advocating for fair treatment and ethical practices. If your efforts within the company are ineffective, you may need to consider seeking external assistance or exploring legal options.
From India, Bangalore
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It appears that you are facing a challenging situation at your workplace, and it's concerning that your newly appointed Production Head is engaging in questionable practices that go against ethical and fair employment standards. Dealing with such situations can be delicate, but it's important to address them appropriately. Here are some suggestions on how you might handle this:
Document Everything:
Keep a detailed record of instances where the Production Head has engaged in questionable practices. Note the dates, times, and specifics of each incident. Document any conversations, meetings, or instructions related to these issues.
Raise the Issue with HR:
If you haven't already, express your concerns to the Human Resources (HR) department. Provide them with the documented evidence and detail the impact on the work environment. Make it clear that there is a pattern of behavior that is affecting employee morale and creating an unhealthy work atmosphere.
Anonymous Reporting Mechanism:
If employees fear retaliation and are hesitant to make formal complaints, suggest the implementation of an anonymous reporting mechanism. This can encourage employees to share their concerns without the fear of reprisals.
Whistle-blower Policy:
Ensure that your company has a strong whistle-blower policy in place to protect employees who come forward with information about unethical practices. If such a policy exists, remind employees of its existence and encourage them to use it.
Engage in Open Dialogue:
If you have an opportunity, express your concerns during meetings or discussions with higher management. Emphasize the negative impact on the work environment, employee morale, and the potential long-term damage to the company's reputation.
Legal Consultation:
If the situation persists and becomes unbearable, consider seeking legal advice. Employment laws vary, but if your Production Head's actions are violating labor laws or company policies, legal action may be a last resort.
Seek Guidance from an Ombudsman or Mediator:
Some companies have ombudsman services or external mediators who can help resolve internal conflicts. These individuals can provide a neutral perspective and assist in finding a fair resolution.
Employee Support Network:
Encourage affected employees to form a support network to collectively voice their concerns. This can help build a stronger case against the Production Head's actions and demonstrate the widespread impact.
While addressing workplace issues requires a strategic and careful approach, ensure that you follow the proper channels within your company's structure while advocating for fair treatment and ethical practices. If your efforts within the company are ineffective, you may need to consider seeking external assistance or exploring legal options.
From India, Bangalore
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