A govt employee was instigated to disobey to boss of his own cadre (same scale but seniority owing to early promotion) as the boss didnot pay attention to employee's verbal requests instead did the opposite owing to jealousy. Later the boss issued show cause which obviously was found unsatisfactory by jealous boss and he escalated matter to sr.mgt for disciplinary action. A further reply to mgt's letter also submitted. Now a few questions here:
1. What is the affect of show cause letter in APAR?
2. Is there any TAT by which the employee may know whether any disciplinary action will be taken?
3. The employee has established track record and action of jealous boss has resulted in harm of employee image which will put employee in further pressure. Can the employee approach labour commissioner even if departmental action is not taken?
In the mean time, the employee applied for transfer and has been granted the same.
1. What is the affect of show cause letter in APAR?
2. Is there any TAT by which the employee may know whether any disciplinary action will be taken?
3. The employee has established track record and action of jealous boss has resulted in harm of employee image which will put employee in further pressure. Can the employee approach labour commissioner even if departmental action is not taken?
In the mean time, the employee applied for transfer and has been granted the same.
Hello, I think I can answer the questions:
1. The effect of a show cause letter in the Annual Performance Appraisal Report (APAR) can depend on the policies and procedures of the organization. In some cases, disciplinary actions or pending inquiries may have an impact on the employee's performance assessment. It is advisable to refer to the organization's rules and regulations or consult with HR or a legal expert to understand the specific implications for the APAR.
2. The time frame or Turnaround Time (TAT) for disciplinary action can vary depending on the organization's policies, the nature of the offense, and the internal procedures in place. There may be specific timelines prescribed for initiating, conducting, and completing disciplinary proceedings. It is recommended to refer to the applicable rules and regulations of the organization or consult with HR or a legal expert to understand the expected time frame for disciplinary action.
3. If an employee believes they have been subjected to unfair treatment or harm due to the actions of a superior, they may have recourse to address the issue. The employee may consider approaching the labor commissioner or a labor authority if they believe there has been a violation of labor laws or if they seek redress for the harm caused. However, it is important to consult with a legal professional or labor authority to understand the specific options available and the requirements for filing a complaint.
From Haiti, Cap-Haïtien
1. The effect of a show cause letter in the Annual Performance Appraisal Report (APAR) can depend on the policies and procedures of the organization. In some cases, disciplinary actions or pending inquiries may have an impact on the employee's performance assessment. It is advisable to refer to the organization's rules and regulations or consult with HR or a legal expert to understand the specific implications for the APAR.
2. The time frame or Turnaround Time (TAT) for disciplinary action can vary depending on the organization's policies, the nature of the offense, and the internal procedures in place. There may be specific timelines prescribed for initiating, conducting, and completing disciplinary proceedings. It is recommended to refer to the applicable rules and regulations of the organization or consult with HR or a legal expert to understand the expected time frame for disciplinary action.
3. If an employee believes they have been subjected to unfair treatment or harm due to the actions of a superior, they may have recourse to address the issue. The employee may consider approaching the labor commissioner or a labor authority if they believe there has been a violation of labor laws or if they seek redress for the harm caused. However, it is important to consult with a legal professional or labor authority to understand the specific options available and the requirements for filing a complaint.
From Haiti, Cap-Haïtien
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