Hi Everyone,
I request your suggestions in the following case. Two of our employees had an argument and used unparliamentary language. This happened in front of all the other employees during working hours. I request your advice on what kind of letter should be given as per the process. Should I give them a show-cause notice letter first and then a warning letter? Some superiors are suggesting giving suspension letters. I would appreciate your suggestions as soon as possible.
Thanks & Regards
From India, Mumbai
I request your suggestions in the following case. Two of our employees had an argument and used unparliamentary language. This happened in front of all the other employees during working hours. I request your advice on what kind of letter should be given as per the process. Should I give them a show-cause notice letter first and then a warning letter? Some superiors are suggesting giving suspension letters. I would appreciate your suggestions as soon as possible.
Thanks & Regards
From India, Mumbai
Dear Pratapsvr, Issue a show cause notice to both the employees and get to the cause of fight. i am sure professional would not behave that way unless and until there is a major issue. All the best.
From India, Mumbai
82From India, Mumbai
Dear Friend,
Suspension pending enquiry can be given immediately. If it is delayed, there is no meaning in it, especially if it affects others' job/work nature. Consider the argument between a senior or supervisor.
Regards,
Draft letter
To: Mr./Mrs./Miss
Designation:
SUSPENSION ORDER
Certain serious misconduct has been alleged against you. In order to maintain industrial discipline and the smooth functioning of the organization, you are hereby placed under suspension pending inquiry with immediate effect. The charge sheet will follow.
You are entitled to receive a subsistence allowance as per the Act.
Please acknowledge receipt of the order.
For: [Signature]
I believe the above format may be useful for you.
Regards,
Alphonse
From India, Madras
Suspension pending enquiry can be given immediately. If it is delayed, there is no meaning in it, especially if it affects others' job/work nature. Consider the argument between a senior or supervisor.
Regards,
Draft letter
To: Mr./Mrs./Miss
Designation:
SUSPENSION ORDER
Certain serious misconduct has been alleged against you. In order to maintain industrial discipline and the smooth functioning of the organization, you are hereby placed under suspension pending inquiry with immediate effect. The charge sheet will follow.
You are entitled to receive a subsistence allowance as per the Act.
Please acknowledge receipt of the order.
For: [Signature]
I believe the above format may be useful for you.
Regards,
Alphonse
From India, Madras
You can issue them show cause notices and ask for their explanation. If they admit the misconduct, you can warn them in writing not to repeat such things, spoil the office atmosphere, and maintain peace and discipline. If they do not agree, then call for an inquiry and based on the inquiry report, take suitable action. In any case, this kind of behavior should not be viewed leniently.
B. Dakshina Murty
From India, Hyderabad
B. Dakshina Murty
From India, Hyderabad
Give me some details about Workman Compansation, it’s Registration, Terms and Condition, and Benefit’s to organization.
From India, Pune
From India, Pune
First of all, give them a show-cause notice. If you are satisfied with their answer, then forgive them with a warning. If they are guilty and they accept, then give them punishment according to the standing order of your establishment. If they deny, then institutionalize a domestic enquiry and go by the principles of natural justice.
From India, Calcutta
From India, Calcutta
You can give them a warning letter clearly indicating that if this happens again in the future, stern action will be taken against them. Because this happened the first time, a suspension will be a more severe action. At least one chance should be given to them.
Regards,
Rakesh
From India, New Delhi
Regards,
Rakesh
From India, New Delhi
Dear Pratapsvr,
First, issue them a show cause notice, and if required, then a warning letter. If the situation still persists, then give a suspension letter. Always try to calm down the situation with the best possible solution.
I hope it will help you.
Take care.
From India, Calcutta
First, issue them a show cause notice, and if required, then a warning letter. If the situation still persists, then give a suspension letter. Always try to calm down the situation with the best possible solution.
I hope it will help you.
Take care.
From India, Calcutta
Hi dear,
What I would suggest is to adhere to the rules, which are the primary duty. It is essential to take special care to communicate the discipline norms within the organization to all employees. It doesn't make any sense to keep showcasing every time someone does this.
Hope this could be of some use to you.
From India, Hyderabad
What I would suggest is to adhere to the rules, which are the primary duty. It is essential to take special care to communicate the discipline norms within the organization to all employees. It doesn't make any sense to keep showcasing every time someone does this.
Hope this could be of some use to you.
From India, Hyderabad
Hey Friends!!!
Let's be a little more judicious with the "Show Cause Notices." It certainly is not the right instrument. You could instead call for an explanation from those concerned.
In the present matter, the best course of action would be to sit with each individual and obtain a written confession and apology for the disorderly conduct. Then issue a warning letter to both of them, clearly indicating that the management is taking a lenient view just this time since it was their first act of misconduct, and that if either commits any such or similar act of misconduct anytime in the future, they shall be liable for stricter disciplinary action.
Best Wishes,
Vasant Nair
HR Advisor
From India, Mumbai
Let's be a little more judicious with the "Show Cause Notices." It certainly is not the right instrument. You could instead call for an explanation from those concerned.
In the present matter, the best course of action would be to sit with each individual and obtain a written confession and apology for the disorderly conduct. Then issue a warning letter to both of them, clearly indicating that the management is taking a lenient view just this time since it was their first act of misconduct, and that if either commits any such or similar act of misconduct anytime in the future, they shall be liable for stricter disciplinary action.
Best Wishes,
Vasant Nair
HR Advisor
From India, Mumbai
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.