Sir,
I want to bring into the notice of a case happening in my organization. We have a permanent sweeper (Female) working in our company. The duties assigned to her is from 9AM to 1130AM. She is supposed to come, clean the premises including sweeping and dusting of tables etc.
Often she comes late, that to after the executives arrive. So, either the cleaning work is not done or is done partially, whereas she is paid full salary every month. She has 100% support from the worker's Union and now she even has started misbehaving the other staff when asked to do certain work, for which she is employed. We tried to transfer her to our other office, but the Union strongly opposes it and threatens. We can not terminate her service, as she is a permanent staff of our payroll. My boss wants me to handle the case and come to a conclusion with practical possible remedy as I am the HR Manager(male).
I need the suggestions please.
A Dash
From India, Hyderabad
8I want to bring into the notice of a case happening in my organization. We have a permanent sweeper (Female) working in our company. The duties assigned to her is from 9AM to 1130AM. She is supposed to come, clean the premises including sweeping and dusting of tables etc.
Often she comes late, that to after the executives arrive. So, either the cleaning work is not done or is done partially, whereas she is paid full salary every month. She has 100% support from the worker's Union and now she even has started misbehaving the other staff when asked to do certain work, for which she is employed. We tried to transfer her to our other office, but the Union strongly opposes it and threatens. We can not terminate her service, as she is a permanent staff of our payroll. My boss wants me to handle the case and come to a conclusion with practical possible remedy as I am the HR Manager(male).
I need the suggestions please.
A Dash
From India, Hyderabad
Sir, I forgot to mention that I have counseled her several times alongwith others but no result. A Dash
From India, Hyderabad
From India, Hyderabad
Actual, physical evidence can be submitted to the union and request for her to be terminated.
From India, Chennai
From India, Chennai
Dear assaign any one special work to her. which she can not do in good manner. presure her to do the same. then either you can terminate because of not doing a duty or you can help her to do the same so she will obey your directions in future also.
From India, Nagpur
From India, Nagpur
Dear Mr Dash
I would suggest that you take the matter to disciplinary hearing.
Invite a 3rd party to chair the disciplinary. You can present all your evidence, time and attendance sheets as well as your counselling sessions and you can prove your case against her in this manner. Union representatives are allowed in Disciplinary matters, invite the representative to sit in on the meeting and to ask questions and so forth.
If the chair person finds that the employee is not guilty, you will thus have the disciplinary on record if she does not get her act together.
Regards
Clare
(You can contact me for more information on how to conduct a disciplinary on solocal.bhm@gmail.com)
From India, Ghaziabad
I would suggest that you take the matter to disciplinary hearing.
Invite a 3rd party to chair the disciplinary. You can present all your evidence, time and attendance sheets as well as your counselling sessions and you can prove your case against her in this manner. Union representatives are allowed in Disciplinary matters, invite the representative to sit in on the meeting and to ask questions and so forth.
If the chair person finds that the employee is not guilty, you will thus have the disciplinary on record if she does not get her act together.
Regards
Clare
(You can contact me for more information on how to conduct a disciplinary on solocal.bhm@gmail.com)
From India, Ghaziabad
follow the rules of muna bhai from munna bhai mbbs , threat her god manner she will definately do good work , or else ask the person who support her to teach her the way so that she can perform duties well
From India, Hyderabad
From India, Hyderabad
Dear Dash,
Union's would be in Banks, Public Sector, Government etc., for what you've spelt out that's not known, however, there is just one thing we have done in the Private Sector, we've out-sourced every one of these activities therefore we have no worries of this kind. If someone isn't performing to the level we expect them to we just ask the contractor to change the person, and if the contractor doesn't perform as per our standards, we look for another who will match our level. I'm not sure if this will apply in case you are in one of those sectors.
Another serious issue in this is when there are so many things to worry about in this competitive age, you wasting time to oust a "sweeper" is sad.
Try to fend,
try to mend,
try to send or lastly try to bend (not before the "sweeper" but before the management, and ask them to carry out this task.
At best they may want to rate you as not competent so what, the world doesn't end there.
I would suggest that you take more time and tell your boss, I'm thinking about a "solution." They may ask what? Tell them I'm still thinking weighing the pros-and-cons, and will let them know as soon as you finished thinking out a solution. You might get solutions just without doing anything (This was the strategy one very well known and a wise man of India used to do).
Having said this keep collecting data, and think how you can sort out this problem without losing your shirt.
From India, Hyderabad
Union's would be in Banks, Public Sector, Government etc., for what you've spelt out that's not known, however, there is just one thing we have done in the Private Sector, we've out-sourced every one of these activities therefore we have no worries of this kind. If someone isn't performing to the level we expect them to we just ask the contractor to change the person, and if the contractor doesn't perform as per our standards, we look for another who will match our level. I'm not sure if this will apply in case you are in one of those sectors.
Another serious issue in this is when there are so many things to worry about in this competitive age, you wasting time to oust a "sweeper" is sad.
Try to fend,
try to mend,
try to send or lastly try to bend (not before the "sweeper" but before the management, and ask them to carry out this task.
At best they may want to rate you as not competent so what, the world doesn't end there.
I would suggest that you take more time and tell your boss, I'm thinking about a "solution." They may ask what? Tell them I'm still thinking weighing the pros-and-cons, and will let them know as soon as you finished thinking out a solution. You might get solutions just without doing anything (This was the strategy one very well known and a wise man of India used to do).
Having said this keep collecting data, and think how you can sort out this problem without losing your shirt.
From India, Hyderabad
now that you are really in a serious trouble but which can be solved that is to just pass a memo to that employee so that it can be treated as first warinig as if this continues again we can proced legally
From Egypt, Cairo
From Egypt, Cairo
In which language will you issue a memo for a sweeper. and if you want to make this legal be sure to loose a battle as the Union, The Labor Department, Commissioner of Labor, the Politician etc', will wait for opportunities to gain their pound of 'flesh' out of this - opportunity or political people will enter into the fray to gain mileage - "exploitation of the underprivileged" etc . It'll be "head you lose" "tails" I win.
From India, Hyderabad
From India, Hyderabad
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