In my company, an employee does not obey the HR rules; gossip is not allowed in the office. After a verbal warning, he did not change his attitude and continues to gossip with other employees. He complained to me that another person disturbed him. When I talked with him, he argued with me. I am an HR Executive. Could you please provide me with a notice format for this employee?
This is very urgent. Please help me.
Regards,
Pulkit
From India, New Delhi
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1This is very urgent. Please help me.
Regards,
Pulkit
From India, New Delhi
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Dear Mahesh Sir, An employee in our establishment is not following the HR rules. Many times I have given verbal warnings, but he is not changing his attitude.
Complaints Against the Employee:
1. He engages in gossip in the office.
2. During lunchtime from 1:30 to 2:00 pm, he extends his break till 2:30 pm.
3. He goes to the market during lunchtime.
4. He argues with HR personnel.
Regards,
Pulkit
From India, New Delhi
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Complaints Against the Employee:
1. He engages in gossip in the office.
2. During lunchtime from 1:30 to 2:00 pm, he extends his break till 2:30 pm.
3. He goes to the market during lunchtime.
4. He argues with HR personnel.
Regards,
Pulkit
From India, New Delhi
Acknowledge(0)Amend(0)
Dear All,
I am seeking a format for addressing indiscipline in the office. In our establishment, some employees engage in gossip during working hours. Despite giving verbal warnings that gossip is not allowed in the office, one employee has come to argue with me. I am an HR Executive.
Please provide me with a memo format to address this issue with the employees. Your prompt assistance is greatly appreciated.
Regards,
Pulkit
From India, New Delhi
Acknowledge(0)Amend(0)
I am seeking a format for addressing indiscipline in the office. In our establishment, some employees engage in gossip during working hours. Despite giving verbal warnings that gossip is not allowed in the office, one employee has come to argue with me. I am an HR Executive.
Please provide me with a memo format to address this issue with the employees. Your prompt assistance is greatly appreciated.
Regards,
Pulkit
From India, New Delhi
Acknowledge(0)Amend(0)
Dear Pulkit,
Instead of giving a letter, I suggest you introduce:
1. Card punch system to monitor time of IN and OUT. If late, deduct the salary.
2. If an employee receives a complaint, block the punching machine for that particular employee the next day so that they have to come to HR for reversal. Obtain a written statement from the employee before reversing.
3. Whatever argument they make, please take note and do not react.
4. The next day, instruct the security personnel not to allow the person inside, settle the issue, and escort them out.
5. Create a policy for HR and display it on the notice board for disciplinary activities.
6. Call the representative (if a union exists), explain the situation to them, and have them manage the individual.
7. Keep the salary due until the person provides a written acknowledgment of the misbehavior and issue a warning.
Please let me know if you need any further assistance.
Thank you.
From India, Madras
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Instead of giving a letter, I suggest you introduce:
1. Card punch system to monitor time of IN and OUT. If late, deduct the salary.
2. If an employee receives a complaint, block the punching machine for that particular employee the next day so that they have to come to HR for reversal. Obtain a written statement from the employee before reversing.
3. Whatever argument they make, please take note and do not react.
4. The next day, instruct the security personnel not to allow the person inside, settle the issue, and escort them out.
5. Create a policy for HR and display it on the notice board for disciplinary activities.
6. Call the representative (if a union exists), explain the situation to them, and have them manage the individual.
7. Keep the salary due until the person provides a written acknowledgment of the misbehavior and issue a warning.
Please let me know if you need any further assistance.
Thank you.
From India, Madras
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