Dear All, One of our Employee is Misbehaved with Female Staff regarding her personal matters. Can Issue show cause notice to him?
From India, Bangalore
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From India, Bangalore
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To answer your query, yes, the employee can be issued a show cause notice. However, we also need additional information.
Details Required for Issuing a Show Cause Notice
What was the "misbehavior"? Is there any code of conduct or rule in the company manual that states fellow employees' personal matters should not be discussed? If yes, do you have proof that the employee has "read and understood" the contents of this manual?
Has this happened with the female employee for the first time, or has it occurred earlier as well?
Is this an isolated case, or are personal matters generally discussed in the office, and now suddenly you want to take action? Was it routine for the female employee to discuss her personal matters, but this time she has raised a red flag?
Please give due importance to all the above questions. Before issuing a show cause notice, call the employee and try to obtain his consent regarding his wrongdoing. If he agrees, then ask him to submit an apology letter. This may prevent the need for a show cause notice. Based on his apology letter, you may issue a warning letter directly.
Yes, the employee might have erred, but we are also responsible for his motivation level. If the matter is not handled properly, it could impact his motivation, and that is the last thing we want.
Lastly, you may issue an office circular stating that personal matters are not to be discussed or referred to in the office.
Thanks,
Dinesh V Divekar
From India, Bangalore
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8072Details Required for Issuing a Show Cause Notice
What was the "misbehavior"? Is there any code of conduct or rule in the company manual that states fellow employees' personal matters should not be discussed? If yes, do you have proof that the employee has "read and understood" the contents of this manual?
Has this happened with the female employee for the first time, or has it occurred earlier as well?
Is this an isolated case, or are personal matters generally discussed in the office, and now suddenly you want to take action? Was it routine for the female employee to discuss her personal matters, but this time she has raised a red flag?
Please give due importance to all the above questions. Before issuing a show cause notice, call the employee and try to obtain his consent regarding his wrongdoing. If he agrees, then ask him to submit an apology letter. This may prevent the need for a show cause notice. Based on his apology letter, you may issue a warning letter directly.
Yes, the employee might have erred, but we are also responsible for his motivation level. If the matter is not handled properly, it could impact his motivation, and that is the last thing we want.
Lastly, you may issue an office circular stating that personal matters are not to be discussed or referred to in the office.
Thanks,
Dinesh V Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Handling Employee Misconduct
Any incident of misbehavior or unseemly conduct by an employee on the premises of a workplace can be construed as an act of indiscipline. If you have received a complaint from the victim and have rules, standing orders, or terms of employment in place to classify it as misconduct, you can issue a show-cause notice to the delinquent employee seeking an explanation about their conduct.
Regards,
B. Saikumar
From India, Mumbai
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Any incident of misbehavior or unseemly conduct by an employee on the premises of a workplace can be construed as an act of indiscipline. If you have received a complaint from the victim and have rules, standing orders, or terms of employment in place to classify it as misconduct, you can issue a show-cause notice to the delinquent employee seeking an explanation about their conduct.
Regards,
B. Saikumar
From India, Mumbai
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DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc