Dear All,
One of my employees is not displaying the ID card, not signing in the attendance book, and has her lunch on her table only. After telling her numerous times, she continues to repeat the same actions. I have brought this matter to the attention of my Managing Director, who has also instructed her. She is a senior employee of our organization.
If I have to issue a warning letter, please provide the format of a warning letter for the above reasons.
Thank you
From India, Kochi
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8One of my employees is not displaying the ID card, not signing in the attendance book, and has her lunch on her table only. After telling her numerous times, she continues to repeat the same actions. I have brought this matter to the attention of my Managing Director, who has also instructed her. She is a senior employee of our organization.
If I have to issue a warning letter, please provide the format of a warning letter for the above reasons.
Thank you
From India, Kochi
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Hi Margerate, First let me know her job profile, how senior she is and since how long she is working with the orgnisation? After that I can able to answer u..........
From India, Delhi
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From India, Delhi
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Dear Ameeta,
She is the Accountant, and she worked for 3 years in our company before I joined. She was thrown out because of her bad behavior with the staff. Then she started requesting my MD's wife to join the company, so my MD has taken her, and now she is inciting all the staff not to listen to my instructions and follow the rules that I issue as HR and Admin.
Even my MD is aware of this, but he is helpless because she is very sincere and honest in her work. Her work is very good, but her attitude with the staff is very bad. She shows that only she has to rule and take care of all departments, even my MD. Everyone has to do as she wishes and as she tells.
As I was appointed as an HR & Admin Head, she was against me and always tries to insult me in front of everyone. Everyone was following the rules and regulations, but now I don't know what happened; she is so busy telling all the staff not to listen to me.
So I thought to issue her a warning letter as part of my job; I have to do this, so please help me to get out of this.
From India, Kochi
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She is the Accountant, and she worked for 3 years in our company before I joined. She was thrown out because of her bad behavior with the staff. Then she started requesting my MD's wife to join the company, so my MD has taken her, and now she is inciting all the staff not to listen to my instructions and follow the rules that I issue as HR and Admin.
Even my MD is aware of this, but he is helpless because she is very sincere and honest in her work. Her work is very good, but her attitude with the staff is very bad. She shows that only she has to rule and take care of all departments, even my MD. Everyone has to do as she wishes and as she tells.
As I was appointed as an HR & Admin Head, she was against me and always tries to insult me in front of everyone. Everyone was following the rules and regulations, but now I don't know what happened; she is so busy telling all the staff not to listen to me.
So I thought to issue her a warning letter as part of my job; I have to do this, so please help me to get out of this.
From India, Kochi
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Dear Margerate,
To issue a warning letter, there has to be misconduct and there has to be proof as well.
Not signing the attendance book, etc., are all forms of misconduct. When she repeats this behavior, instruct your security to prevent her entry without recording attendance. Request your security team to provide you with a report. Based on this report, you can then issue her a warning letter.
However, as you are new to the company, it would be preferable for your Managing Director to sign the warning letter. Apart from hitting the target, you should also have a good shoulder to keep your gun. Fire a salvo but ensure it is not from your shoulder.
Before taking any disciplinary action against this individual, I suggest addressing minor misconduct by 1-2 other individuals. By doing this, you will signal to everyone that you are promoting a culture of discipline.
This approach will pave the way for taking disciplinary action against the delinquent employee as well. When handling issues of indiscipline, cover all aspects but refrain from obtaining the MD's signatures on it.
Handle the case diplomatically. However, if your MD appears indecisive, why are you keen on enforcing discipline? If he fails to recognize the importance, what purpose does your effort serve?
Ok...
Dinesh V Divekar
From India, Bangalore
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To issue a warning letter, there has to be misconduct and there has to be proof as well.
Not signing the attendance book, etc., are all forms of misconduct. When she repeats this behavior, instruct your security to prevent her entry without recording attendance. Request your security team to provide you with a report. Based on this report, you can then issue her a warning letter.
However, as you are new to the company, it would be preferable for your Managing Director to sign the warning letter. Apart from hitting the target, you should also have a good shoulder to keep your gun. Fire a salvo but ensure it is not from your shoulder.
Before taking any disciplinary action against this individual, I suggest addressing minor misconduct by 1-2 other individuals. By doing this, you will signal to everyone that you are promoting a culture of discipline.
This approach will pave the way for taking disciplinary action against the delinquent employee as well. When handling issues of indiscipline, cover all aspects but refrain from obtaining the MD's signatures on it.
Handle the case diplomatically. However, if your MD appears indecisive, why are you keen on enforcing discipline? If he fails to recognize the importance, what purpose does your effort serve?
Ok...
Dinesh V Divekar
From India, Bangalore
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Dear Margerate,
I agree with Dinesh. Firstly, you have to discuss this matter along with your views with your MD face to face. If your MD is also serious about this matter, then it will be better to issue the warning letter along with his signature.
If the MD is not serious, then you should ignore her or handle it in your own style. Let me know after the meeting with the MD; after that, we will try to solve this matter. First, you have to read your MD's mind.
All the best.
From India, Delhi
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I agree with Dinesh. Firstly, you have to discuss this matter along with your views with your MD face to face. If your MD is also serious about this matter, then it will be better to issue the warning letter along with his signature.
If the MD is not serious, then you should ignore her or handle it in your own style. Let me know after the meeting with the MD; after that, we will try to solve this matter. First, you have to read your MD's mind.
All the best.
From India, Delhi
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I agree with the advice given by Dinesh Divekar and Ameeta. Instead of giving you more advice, I will raise more questions.
How large is your company? When were you appointed and how much experience do you have? What's your qualification? How senior is she when compared to you in the company hierarchy? Is she MD's wife's friend or relative? If the MD has taken her back after sacking based on his wife's request, it shows "who wears the pants." So, ask the question whether the MD is prepared to sign a warning letter. If he is not, then please follow Dinesh Divekar's advice.
Have a nice day.
Simhan
From United Kingdom
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How large is your company? When were you appointed and how much experience do you have? What's your qualification? How senior is she when compared to you in the company hierarchy? Is she MD's wife's friend or relative? If the MD has taken her back after sacking based on his wife's request, it shows "who wears the pants." So, ask the question whether the MD is prepared to sign a warning letter. If he is not, then please follow Dinesh Divekar's advice.
Have a nice day.
Simhan
From United Kingdom
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Dear All,
I thank you for the advice and suggestions you have given. I think my MD is playing a game because when I complain regarding these issues, he tells me to take action (Issuing Warning letter). However, during group discussions and monthly meetings, he does not raise the point at all. This has become an excuse for everyone in the office. Now, she has formed a group in the office and is planning to remove me from my position.
I would like to address the Senior member's questions:
Ours is a security agency with 1000+ Security personnel and 50 Staff, totaling 1050 individuals. I was appointed in May 2010 and have 4 years of experience in Admin & HR. I have also completed my MBA in HR. She has been working since day 1 when the company was established. She is not a relative or friend, but she is closely attached to the MD's wife because she used to convey all company matters to the MD's wife (although the MD instructed her not to get involved in office matters).
What should I do? Should I leave the job and search for another one?
From India, Kochi
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I thank you for the advice and suggestions you have given. I think my MD is playing a game because when I complain regarding these issues, he tells me to take action (Issuing Warning letter). However, during group discussions and monthly meetings, he does not raise the point at all. This has become an excuse for everyone in the office. Now, she has formed a group in the office and is planning to remove me from my position.
I would like to address the Senior member's questions:
Ours is a security agency with 1000+ Security personnel and 50 Staff, totaling 1050 individuals. I was appointed in May 2010 and have 4 years of experience in Admin & HR. I have also completed my MBA in HR. She has been working since day 1 when the company was established. She is not a relative or friend, but she is closely attached to the MD's wife because she used to convey all company matters to the MD's wife (although the MD instructed her not to get involved in office matters).
What should I do? Should I leave the job and search for another one?
From India, Kochi
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