Hello,
One of our employees has resigned and is serving the notice period. He is not paying any attention to work and remains absent - CL allowed in notice period. I have tried to counsel him. However, like all youngsters in their 20s, he is immature and does not understand that parting must be on a good note. He is throwing tantrums and picking up imaginary grudges with everyone (not just me as HR, but everyone shares the same opinion). It's been a month, and I don't want to invest more time in him. However, I also don't want the rest of the team to feel vulnerable.
What I need from all of you is an email or message that emphasizes the importance of sensible, positive conduct and organizational behavior during the notice period and upon resignation, to retreat gracefully.
Thank you.
Yours sincerely,
Pari
From India, Mumbai
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19One of our employees has resigned and is serving the notice period. He is not paying any attention to work and remains absent - CL allowed in notice period. I have tried to counsel him. However, like all youngsters in their 20s, he is immature and does not understand that parting must be on a good note. He is throwing tantrums and picking up imaginary grudges with everyone (not just me as HR, but everyone shares the same opinion). It's been a month, and I don't want to invest more time in him. However, I also don't want the rest of the team to feel vulnerable.
What I need from all of you is an email or message that emphasizes the importance of sensible, positive conduct and organizational behavior during the notice period and upon resignation, to retreat gracefully.
Thank you.
Yours sincerely,
Pari
From India, Mumbai
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Dear Pari,
You can be graceful provided the other person understands the meaning of grace. Such cases need to be dealt with an iron hand. Give him a show cause notice. If he does not improve his behavior, terminate him. This will send the right message to one and all. In the worst case, while issuing a service certificate (employment certificate), you can quote reasons for separation as "Termination".
Discipline is the foundation of any organization, and no compromise should be tolerated. From your post, it appears that you are thinking more from your heart than your head. You can think from the heart, no doubt, but the route to the heart should go through the head.
Ok...
Dinesh V Divekar
From India, Bangalore
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You can be graceful provided the other person understands the meaning of grace. Such cases need to be dealt with an iron hand. Give him a show cause notice. If he does not improve his behavior, terminate him. This will send the right message to one and all. In the worst case, while issuing a service certificate (employment certificate), you can quote reasons for separation as "Termination".
Discipline is the foundation of any organization, and no compromise should be tolerated. From your post, it appears that you are thinking more from your heart than your head. You can think from the heart, no doubt, but the route to the heart should go through the head.
Ok...
Dinesh V Divekar
From India, Bangalore
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Hi,
Make all the possible works/duties by him or give him clerical work or any analysis part, etc. You must communicate/discuss with his reporting officer about his behavior and try to assign as many challenging tasks as he can handle.
HR is good for employees with a positive attitude and can be a challenge for those with a negative attitude. Remember, a single coin has both head and tail.
Correct me if I am wrong.
Goodbye
From India, Hyderabad
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Make all the possible works/duties by him or give him clerical work or any analysis part, etc. You must communicate/discuss with his reporting officer about his behavior and try to assign as many challenging tasks as he can handle.
HR is good for employees with a positive attitude and can be a challenge for those with a negative attitude. Remember, a single coin has both head and tail.
Correct me if I am wrong.
Goodbye
From India, Hyderabad
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Under such circumstances, the most prudent thing to do would be to consider if the company actually wants this employee to serve out his notice period or not. The basic premise behind a notice period is to ensure a smooth, seamless transition. Here, the idea is self-defeating.
I second Dinesh Divekar's view. Remember, he is still an employee of the company until the organization relieves him officially, and all the rules, regulations, and procedures of the organization, including disciplinary actions, are binding on him.
Please rethink.
From India
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I second Dinesh Divekar's view. Remember, he is still an employee of the company until the organization relieves him officially, and all the rules, regulations, and procedures of the organization, including disciplinary actions, are binding on him.
Please rethink.
From India
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Hello, guys,
There might be a legitimate reason why an employee is irregular to the office. However, an employee not willing to cooperate needs to be released as this might have a negative impact on other employees.
In my case, I had resigned, and now I am in a situation where I have strained my back because of a freak accident. The doctor has advised me to take up complete and continuous pelvic traction. But, since I have duties to complete before I get released, I requested the doctor for an alternative. He suggested heat therapy, exercise, and wearing a back support belt.
I requested HR to release me in 40/45 days so that I can start treatment to be fit again. My senior manager is fine with releasing me, but HR says that no matter what happens to me, I would need to come to the office.
My back pains every time I sit in one place. It is sometimes even irritating. I am just lost as no one is willing to help me just because I have put in my resignation.
Thank you.
From India
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There might be a legitimate reason why an employee is irregular to the office. However, an employee not willing to cooperate needs to be released as this might have a negative impact on other employees.
In my case, I had resigned, and now I am in a situation where I have strained my back because of a freak accident. The doctor has advised me to take up complete and continuous pelvic traction. But, since I have duties to complete before I get released, I requested the doctor for an alternative. He suggested heat therapy, exercise, and wearing a back support belt.
I requested HR to release me in 40/45 days so that I can start treatment to be fit again. My senior manager is fine with releasing me, but HR says that no matter what happens to me, I would need to come to the office.
My back pains every time I sit in one place. It is sometimes even irritating. I am just lost as no one is willing to help me just because I have put in my resignation.
Thank you.
From India
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Withdrawl of Resignation and Notice period.doc
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