Dear HRians, Appreciate if you could share with me a sample of warning letter to employee who abuse company’s property ie using mobile phone for making personal calls. Thanks!
From Malaysia, Kuala Lumpur
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From Malaysia, Kuala Lumpur
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Dear Aria Adia,
When you seek advice from seniors, the basic requirement is to share your name, designation, etc.
The issue of using the company-provided mobile for personal calls has arisen because there seems to be no policy on mobile usage. Have you established usage slabs for mobile phones? The higher the designation, the higher the slab. If someone exceeds this slab, he/she will have to pay the excess amount, or that amount will be deducted from the salary. Different slabs can be set based on the nature of work, for example, the Purchase Manager may need to contact vendors constantly for various issues.
In today's world, our personal and professional lives are intertwined, and there is no clear distinction. Given this scenario, it may be beneficial to provide some flexibility to employees while still safeguarding the company's interests.
Issuing warning letters could demotivate employees. Our primary focus should be on running the enterprise by delivering goods or services of exceptional quality, rather than policing our employees.
Therefore, reconsider the issuance of warning letters.
Thanks,
Dinesh V Divekar
From India, Bangalore
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8035When you seek advice from seniors, the basic requirement is to share your name, designation, etc.
The issue of using the company-provided mobile for personal calls has arisen because there seems to be no policy on mobile usage. Have you established usage slabs for mobile phones? The higher the designation, the higher the slab. If someone exceeds this slab, he/she will have to pay the excess amount, or that amount will be deducted from the salary. Different slabs can be set based on the nature of work, for example, the Purchase Manager may need to contact vendors constantly for various issues.
In today's world, our personal and professional lives are intertwined, and there is no clear distinction. Given this scenario, it may be beneficial to provide some flexibility to employees while still safeguarding the company's interests.
Issuing warning letters could demotivate employees. Our primary focus should be on running the enterprise by delivering goods or services of exceptional quality, rather than policing our employees.
Therefore, reconsider the issuance of warning letters.
Thanks,
Dinesh V Divekar
From India, Bangalore
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