Dear All,
I am working in an NGO as a Human Resources Officer. There is one employee who has a tendency of not coming to work without informing his immediate boss. The staff was given a letter to explain why he is not coming to work. The HR went through his response letter, but the causes which were given were vague. The staff was given a verbal warning, but he habitually continues with his misconduct. Then, he was given the first written warning, and he decided to tender his resignation letter.
As an HRO, I prepared a letter of acceptance of his resignation, but the Managing Director refused it and ordered to give him a summary dismissal letter.
Please, members, comment on the habit of the MD, which is unprofessional.
Elisante Yona
From Tanzania
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44I am working in an NGO as a Human Resources Officer. There is one employee who has a tendency of not coming to work without informing his immediate boss. The staff was given a letter to explain why he is not coming to work. The HR went through his response letter, but the causes which were given were vague. The staff was given a verbal warning, but he habitually continues with his misconduct. Then, he was given the first written warning, and he decided to tender his resignation letter.
As an HRO, I prepared a letter of acceptance of his resignation, but the Managing Director refused it and ordered to give him a summary dismissal letter.
Please, members, comment on the habit of the MD, which is unprofessional.
Elisante Yona
From Tanzania
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Dear Elisante Yona,
NGOs are meant for "service," and the people in an NGO are supposed to be more humane, kind, and sensitive. In this backdrop, I find the attitude of your MD very strange. I hope it is not a "sham" NGO. It is too much to expect that HR in such NGOs would be competent and empowered enough to understand and engage the employee to become more disciplined and productive, but at least one can give the employee an honorable exit. Please make your MD aware of the differences in the consequences of a "resignation" and a "dismissal."
Warm regards.
From India, Delhi
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NGOs are meant for "service," and the people in an NGO are supposed to be more humane, kind, and sensitive. In this backdrop, I find the attitude of your MD very strange. I hope it is not a "sham" NGO. It is too much to expect that HR in such NGOs would be competent and empowered enough to understand and engage the employee to become more disciplined and productive, but at least one can give the employee an honorable exit. Please make your MD aware of the differences in the consequences of a "resignation" and a "dismissal."
Warm regards.
From India, Delhi
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HR Manual (Employee Hand Book).doc