Dear Seniors,
One of our employees has been working for five years in our organization. Last week, we found him having left the organization without informing the concerned HODs. As a result, we issued a disciplinary letter to him, which he rejected. This is the second time he has behaved in this manner.
Now, what should be our course of action in this case?
Thank you.
From India, Delhi
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3One of our employees has been working for five years in our organization. Last week, we found him having left the organization without informing the concerned HODs. As a result, we issued a disciplinary letter to him, which he rejected. This is the second time he has behaved in this manner.
Now, what should be our course of action in this case?
Thank you.
From India, Delhi
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Dear Pavani,
Please talk to him one last time. Send him a registered post with acknowledgment due regarding unauthorized absence of leave and direct him to reply within a short period. If there's no reply or an unsatisfactory response, take the legal course. Find out where he's joined and send a letter to his present employers explaining his joining them without intimating or being relieved from your company.
You will find lots of these cases in this forum. Talk to seniors - search, and you will find many responses.
From India, Madras
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Please talk to him one last time. Send him a registered post with acknowledgment due regarding unauthorized absence of leave and direct him to reply within a short period. If there's no reply or an unsatisfactory response, take the legal course. Find out where he's joined and send a letter to his present employers explaining his joining them without intimating or being relieved from your company.
You will find lots of these cases in this forum. Talk to seniors - search, and you will find many responses.
From India, Madras
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As you said, this is the second time this employee is a habitual absentee. A notice (in the local language and English) should be served on him seeking a reasonable cause for his absence within a specified date (say, 10-15 days).
If no reply is received, you must issue another notice informing him that he has left the organization voluntarily and to contact for final settlement of dues in the absence of any service agreement or bond as one of the terms of employment.
This notice can be posted at the company entrance gate, and his card should be barred from swiping.
From India, Hyderabad
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If no reply is received, you must issue another notice informing him that he has left the organization voluntarily and to contact for final settlement of dues in the absence of any service agreement or bond as one of the terms of employment.
This notice can be posted at the company entrance gate, and his card should be barred from swiping.
From India, Hyderabad
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Sorry...
He left the workplace without obtaining permission from the concerned HODs. As a result, we have issued a disciplinary letter to him. He rejected the same. Now, what should we do in this case?
This is the second time he has done this. He always rejects any letter from the management in this situation. What can I do?
Please tell me.
From India, Delhi
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He left the workplace without obtaining permission from the concerned HODs. As a result, we have issued a disciplinary letter to him. He rejected the same. Now, what should we do in this case?
This is the second time he has done this. He always rejects any letter from the management in this situation. What can I do?
Please tell me.
From India, Delhi
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If you have issued him a disciplinary letter (charge sheet) and if you would have called for his explanation, and if no explanation had been received, it is advisable to constitute an inquiry. Send him the inquiry date, ask him to appear. If he fails to do so, the inquiry may proceed ex-parte, and a decision can be made based on the available information. All communications should be sent via registered post for record-keeping purposes.
I partly agree with Lakshmi87's view.
From India, Tiruchchirappalli
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I partly agree with Lakshmi87's view.
From India, Tiruchchirappalli
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Addressing Employee Misconduct with Compassion
Talk to him first. If you want to retain this employee, don't be hasty to issue a written show-cause notice. If the employee is arrogant, ask him to resign and help facilitate a graceful exit. We don't want to create disgruntled employees who can pose a real threat to people and society. Address this issue with compassion and fairness rather than high-handedness and prejudice.
Try to convince him how his actions are unacceptable and cannot be entertained. The normal course of action (show-cause, power play) can be done by any layman—that is not what is expected from HR professionals, who are trained and qualified for this. Unfortunately, the human aspect is often dismissed by HR actions in 40% of cases, at least according to this report.
http://www.thehindubusinessline.com/....ece?css=print
Regards
From India, Bengaluru
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Talk to him first. If you want to retain this employee, don't be hasty to issue a written show-cause notice. If the employee is arrogant, ask him to resign and help facilitate a graceful exit. We don't want to create disgruntled employees who can pose a real threat to people and society. Address this issue with compassion and fairness rather than high-handedness and prejudice.
Try to convince him how his actions are unacceptable and cannot be entertained. The normal course of action (show-cause, power play) can be done by any layman—that is not what is expected from HR professionals, who are trained and qualified for this. Unfortunately, the human aspect is often dismissed by HR actions in 40% of cases, at least according to this report.
http://www.thehindubusinessline.com/....ece?css=print
Regards
From India, Bengaluru
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HR Manual (Employee Hand Book).doc
DISCIPLINARY ACTION.ppt