Hi friends, I have to give a show cause to my employee for lack of discipline at work... can you pls send me a format of the same. Cheers, Rakhi Rajadhyaksha.
From India, Pune
From India, Pune
Hi,
Below is a format of warning letter:
************************************************** *****
Subject: Absence from work without informing
Kind Attention: Mr. ABC (Project Engineer)
This has come to our notice that you are not coming to the office since 08.02.07 without informing your Department Head or any other person. Please show cause the reason for such prolonged absence. You are hereby requested to revert back to this letter either telephonically or personally within 15 days, failing which it will be presumed that you have nothing to say in this matter and disciplinary actions will be taken against you as per the company policy.
For (Company Name)
XYZ
From India, New Delhi
9Below is a format of warning letter:
************************************************** *****
Subject: Absence from work without informing
Kind Attention: Mr. ABC (Project Engineer)
This has come to our notice that you are not coming to the office since 08.02.07 without informing your Department Head or any other person. Please show cause the reason for such prolonged absence. You are hereby requested to revert back to this letter either telephonically or personally within 15 days, failing which it will be presumed that you have nothing to say in this matter and disciplinary actions will be taken against you as per the company policy.
For (Company Name)
XYZ
From India, New Delhi
I think that you have to do a "cause and effect "analysis which would require some investigation (interviews with supervisors and managers) as to their problems relating to productivity, efficiency and morale resulting from a lack of discipline.
I would suspect that absenteeism and tardiness/leaving early are major problems. In such cases supervisor have to re-align the work flow in order that priority work, done by the absent employee is continued and meets delivery dates as well as customer expectations. Where the primary employee is absent, the supervisor must assign an employee with limited knowledge to the task usually resulting in less than optimum quality, increased costs (time, rejection, re-work, etc.) and potential customer dissatisfaction.
Similarly, where an employee is late, the same scenario faces the supervisor - production. When the employee finally does arrive, the supervisor is faced with another dilemma - allow the tardy employee back to the regular work station, re-assign to another, perhaps lower paying task, or send the tardy employee home since all tasks have been covered.
The "cause" - absenteeism; the "effect" - lower productivity, higher costs
Likewise where poor performance on the job has been allowed to continue without counselling, or discipline (warning, time off and eventually termination) it has the effect of disparaging the supervisor's authority and soon become the nor rather than the exception.
Cause: Poor job performance; Effect: Chaos
Hope this helps
Regards,
PALADIN
From United States,
I would suspect that absenteeism and tardiness/leaving early are major problems. In such cases supervisor have to re-align the work flow in order that priority work, done by the absent employee is continued and meets delivery dates as well as customer expectations. Where the primary employee is absent, the supervisor must assign an employee with limited knowledge to the task usually resulting in less than optimum quality, increased costs (time, rejection, re-work, etc.) and potential customer dissatisfaction.
Similarly, where an employee is late, the same scenario faces the supervisor - production. When the employee finally does arrive, the supervisor is faced with another dilemma - allow the tardy employee back to the regular work station, re-assign to another, perhaps lower paying task, or send the tardy employee home since all tasks have been covered.
The "cause" - absenteeism; the "effect" - lower productivity, higher costs
Likewise where poor performance on the job has been allowed to continue without counselling, or discipline (warning, time off and eventually termination) it has the effect of disparaging the supervisor's authority and soon become the nor rather than the exception.
Cause: Poor job performance; Effect: Chaos
Hope this helps
Regards,
PALADIN
From United States,
Dear Rakhi,
Show-cause doesn't have specific formats.It depends on case to case basis.You have to draft a show cause notice based on the actual facts,reports submitted by reporting officer,time & the damage caused to the particular subject.The language should be as simple as possible.If issuing to workers then you may have to translate it in their mather tongue or the language understood by them.
In case you are doing translation then you should insert this line at the top or bottom of the letter as follows "For Official purpose the letter dt.....ref.no....issued to you will be held valid for all purposes.This is a simple translation of the aforesaid letter issued to you."
It is advisable to show your showcause notice to your company labour advisors before issuing them.Because in many cases the scnotice becomes the basic document for further disciplinary action.
After issuing a show cause you have to complete the cycle by closing the case & create necessary records & keep the copy in employees personal file for future refrences.In case the employee admits the guilt then you can close the case with a stern warning.
I am enclosing a draft of showcause & warning letter for your reference.You can use it for diffrent subject purposes as explained above.
I hope that you will find my inputs useful for your needs.
Regards,
Ashish
From India, Mumbai
Show-cause doesn't have specific formats.It depends on case to case basis.You have to draft a show cause notice based on the actual facts,reports submitted by reporting officer,time & the damage caused to the particular subject.The language should be as simple as possible.If issuing to workers then you may have to translate it in their mather tongue or the language understood by them.
In case you are doing translation then you should insert this line at the top or bottom of the letter as follows "For Official purpose the letter dt.....ref.no....issued to you will be held valid for all purposes.This is a simple translation of the aforesaid letter issued to you."
It is advisable to show your showcause notice to your company labour advisors before issuing them.Because in many cases the scnotice becomes the basic document for further disciplinary action.
After issuing a show cause you have to complete the cycle by closing the case & create necessary records & keep the copy in employees personal file for future refrences.In case the employee admits the guilt then you can close the case with a stern warning.
I am enclosing a draft of showcause & warning letter for your reference.You can use it for diffrent subject purposes as explained above.
I hope that you will find my inputs useful for your needs.
Regards,
Ashish
From India, Mumbai
Hi,
there is no prescribed format for such show cause.
but the Procedures are as follows:
1. A show cause notice should be on the BASIC COMPLAINT. That is you should get a complaint letter from the HOD/ Supervisor/from the reporting person of the erring employee. A basic complaint should be very accurate and should not have any ambiquity. A basic complaint should have the name of the erring employee, where he is working , and what he was doing while committing the misconduct, time / shift of committing the misconduct,whether any other know about the misconduct, whether this misconduct has been indulged for the first time,what are the repurcussions due to this misconduct.
2. After the receipt of the basic complaint the show cause letter should be prepared by drafting the basic complaint in the4 indirect speech and you should mentioned under what Clause of your HR Manual/Standing orders/ service rules does the misconduct fall and you should call for explanation which should submitted within a prescribed time decided by you. whenever you issue the show cause letter it should be accompanied with a copy of the basic complaint.
Thansk
Michael nicholas
From India, Madras
there is no prescribed format for such show cause.
but the Procedures are as follows:
1. A show cause notice should be on the BASIC COMPLAINT. That is you should get a complaint letter from the HOD/ Supervisor/from the reporting person of the erring employee. A basic complaint should be very accurate and should not have any ambiquity. A basic complaint should have the name of the erring employee, where he is working , and what he was doing while committing the misconduct, time / shift of committing the misconduct,whether any other know about the misconduct, whether this misconduct has been indulged for the first time,what are the repurcussions due to this misconduct.
2. After the receipt of the basic complaint the show cause letter should be prepared by drafting the basic complaint in the4 indirect speech and you should mentioned under what Clause of your HR Manual/Standing orders/ service rules does the misconduct fall and you should call for explanation which should submitted within a prescribed time decided by you. whenever you issue the show cause letter it should be accompanied with a copy of the basic complaint.
Thansk
Michael nicholas
From India, Madras
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