Dear All, Kindly assist me on the above subject. Thanks a lot Tulasi
From Malaysia, Kajang
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3From Malaysia, Kajang
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Dear Tulasi,
Please call your Security Officer. Speak to him informally and ask for the reason. Hope you are having the Daily Occurrence Register maintained by the Security Officer, in which all the incidents and occurrences that took place in the Office/Factory/Site must be recorded. The same should be produced daily at a specific time to the Administration/HR Head. If that practice is not followed in your organization, please start the same immediately so that such lapses will not occur in the future.
From India, Kumbakonam
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Please call your Security Officer. Speak to him informally and ask for the reason. Hope you are having the Daily Occurrence Register maintained by the Security Officer, in which all the incidents and occurrences that took place in the Office/Factory/Site must be recorded. The same should be produced daily at a specific time to the Administration/HR Head. If that practice is not followed in your organization, please start the same immediately so that such lapses will not occur in the future.
From India, Kumbakonam
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Dear Tulasi,
A verbal warning means only what we are telling and giving warning orally. This will not get recorded, and it cannot be reduced to writing. If it is in a written statement, then it cannot be considered a verbal warning.
If you intend to issue a warning letter, first, you should contact the Security Officer. Issue him a show-cause notice asking for an explanation for the incident that took place. If he does not submit his reply by the specified date and time, then you can proceed further with disciplinary action against the Security Officer. If the Security Officer's reply is not convincing, you can also initiate administrative or disciplinary action against the security officer.
I hope your doubts are cleared.
From India, Kumbakonam
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A verbal warning means only what we are telling and giving warning orally. This will not get recorded, and it cannot be reduced to writing. If it is in a written statement, then it cannot be considered a verbal warning.
If you intend to issue a warning letter, first, you should contact the Security Officer. Issue him a show-cause notice asking for an explanation for the incident that took place. If he does not submit his reply by the specified date and time, then you can proceed further with disciplinary action against the Security Officer. If the Security Officer's reply is not convincing, you can also initiate administrative or disciplinary action against the security officer.
I hope your doubts are cleared.
From India, Kumbakonam
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A file note about verbal warnings can be recorded.
Whenever you give a staff member a "verbal warning" or even have a general discussion about performance issues, you should ALWAYS record the gist of the discussion AND any agreed actions on the employee's file. By keeping a written record of all such discussions, you can build your case if it becomes necessary to dismiss the employee.
Not sure what happens in India, but in many countries, if a dismissal case comes to court, an employer who has good evidence of all actions taken prior to dismissing the employee (e.g., verbal warnings, performance plans, written warnings, etc.) would have a very good chance of winning the case.
From Australia, Melbourne
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Whenever you give a staff member a "verbal warning" or even have a general discussion about performance issues, you should ALWAYS record the gist of the discussion AND any agreed actions on the employee's file. By keeping a written record of all such discussions, you can build your case if it becomes necessary to dismiss the employee.
Not sure what happens in India, but in many countries, if a dismissal case comes to court, an employer who has good evidence of all actions taken prior to dismissing the employee (e.g., verbal warnings, performance plans, written warnings, etc.) would have a very good chance of winning the case.
From Australia, Melbourne
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Thank you for the helpful information, Mr. John. In the future, as part of the verbal warning process, I will also follow the same procedure to document verbal warnings in the File Note.
Dear Tulasi,
You can create a file note in the Staff Discipline File regarding the incident or lapse involving the Security officer. You will sign as the initiating person, address it to your boss, and obtain a signature from the security officer. Since he has acknowledged his mistake and committed to avoiding a repeat in the future.
From India, Kumbakonam
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Dear Tulasi,
You can create a file note in the Staff Discipline File regarding the incident or lapse involving the Security officer. You will sign as the initiating person, address it to your boss, and obtain a signature from the security officer. Since he has acknowledged his mistake and committed to avoiding a repeat in the future.
From India, Kumbakonam
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MW-Jan-June'18- Security.pdf