Can someone please help me understand the proceedings of disciplinary actions on an employee who is actually making baseless, bad remarks on other coworkers intentionally, which is spoiling the office decorum. Can we issue a termination letter if we have recorded proof of the wrongdoings of the employee?
Please suggest the right way to address this issue as turning a blind eye to such matters might give a wrong impression to the other staff in the office.
Thanks in advance.
From India, Hyderabad
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Please suggest the right way to address this issue as turning a blind eye to such matters might give a wrong impression to the other staff in the office.
Thanks in advance.
From India, Hyderabad
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Dear member,
Before terminating an employee, you need to conduct a domestic inquiry to establish the misconduct of the employee. Based on the findings of the inquiry report, you may award suitable punishment, which could include termination.
If you are in the city where you work, please locate freelance Enquiry Officers who can guide you on how to conduct the domestic inquiry.
Thanks,
Dinesh Divekar
From India, Bangalore
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8220Before terminating an employee, you need to conduct a domestic inquiry to establish the misconduct of the employee. Based on the findings of the inquiry report, you may award suitable punishment, which could include termination.
If you are in the city where you work, please locate freelance Enquiry Officers who can guide you on how to conduct the domestic inquiry.
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi Annoy,
Further to the advice given by Mr. Divekar, please note that action should not be initiated based on hearsay. Consider first counseling the errant employee. Issue him a warning or cautionary note. If he continues misbehaving and making baseless comments against other coworkers, please take a written complaint from the affected coworkers, detailing verbatim the comments made by the errant worker.
Prepare a charge sheet, quoting the statements made by him verbatim, and issue it to him. Suspend him pending inquiry. Inform him that if the inquiry officer finds him guilty, he may face punishment as recommended by the inquiry officer, potentially leading to termination of his services. By applying such pressure, the errant worker may choose to resign. Accept his resignation immediately, settle his dues, and release him.
Regards,
R H, Kavarana
HR Manager
Mumbai
From India, Mumbai
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Further to the advice given by Mr. Divekar, please note that action should not be initiated based on hearsay. Consider first counseling the errant employee. Issue him a warning or cautionary note. If he continues misbehaving and making baseless comments against other coworkers, please take a written complaint from the affected coworkers, detailing verbatim the comments made by the errant worker.
Prepare a charge sheet, quoting the statements made by him verbatim, and issue it to him. Suspend him pending inquiry. Inform him that if the inquiry officer finds him guilty, he may face punishment as recommended by the inquiry officer, potentially leading to termination of his services. By applying such pressure, the errant worker may choose to resign. Accept his resignation immediately, settle his dues, and release him.
Regards,
R H, Kavarana
HR Manager
Mumbai
From India, Mumbai
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Dear member,
Whether a doctor saves or someone has a disease, termination should be the last resort when things are beyond control. The employee should be called for an explanation of their misconduct and warned about severe consequences if the behavior continues. It is essential to collect all visible proofs, documentary evidence, and witnesses in support before initiating a domestic inquiry. If management considers the employee's presence troublesome, they can be put on suspension. Your establishment should have a policy or standard operating procedure in place to handle such matters.
Thank you.
From India, Mumbai
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Whether a doctor saves or someone has a disease, termination should be the last resort when things are beyond control. The employee should be called for an explanation of their misconduct and warned about severe consequences if the behavior continues. It is essential to collect all visible proofs, documentary evidence, and witnesses in support before initiating a domestic inquiry. If management considers the employee's presence troublesome, they can be put on suspension. Your establishment should have a policy or standard operating procedure in place to handle such matters.
Thank you.
From India, Mumbai
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