Dear Divjyoti,
Your single-sentence query does not give adequate information. I wish you had given the following information:
a) Who will write the email and what is the designation of the person who will write this email?
b) What are the acts of indiscipline? Do employees violate the laid down policy or SOP or any other rule? Are the employees disobeying the verbal instructions of the HOD
c) Are the employees aware of the policy or SOP or the work rules? How these were communicated to them?
d) HOD in his/her personal capacity also can give a warning? If yes, has the warning been given and if given, then does the HOD have a record of the warning?
e) What are the consequences of indiscipline? Did the company suffer losses because of the acts of indiscipline?
f) Does the HOD also commit acts of indiscipline of different kinds when he/she objects to the acts of indiscipline by his/her subordinates?
There are so many issues involved in your case. Unless we have complete information, a draft of the letter/email cannot be provided with.
Thanks,
Dinesh Divekar
From India, Bangalore
7879Your single-sentence query does not give adequate information. I wish you had given the following information:
a) Who will write the email and what is the designation of the person who will write this email?
b) What are the acts of indiscipline? Do employees violate the laid down policy or SOP or any other rule? Are the employees disobeying the verbal instructions of the HOD
c) Are the employees aware of the policy or SOP or the work rules? How these were communicated to them?
d) HOD in his/her personal capacity also can give a warning? If yes, has the warning been given and if given, then does the HOD have a record of the warning?
e) What are the consequences of indiscipline? Did the company suffer losses because of the acts of indiscipline?
f) Does the HOD also commit acts of indiscipline of different kinds when he/she objects to the acts of indiscipline by his/her subordinates?
There are so many issues involved in your case. Unless we have complete information, a draft of the letter/email cannot be provided with.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Divjyoti,
Subject: Reporting Employee Indiscipline Issues
Dear Mr/MS
I hope this email finds you in good health and high spirits. I am writing to bring to your attention a matter of concern regarding certain employee behaviour that has raised red flags in our organization.
Over the past few weeks, it has come to my attention that there have been instances of indiscipline activities exhibited by a few employees. These actions have included provide specific examples of indiscipline activities such as tardiness, insubordination, violation of company policies, etc. Such behaviour not only disrupts the smooth functioning of our work environment but also sets a detrimental precedent for the rest of the team.
As responsible members of this organization, it is imperative that we address and rectify these issues promptly. I would like to suggest the following course of action:
Investigation: I recommend conducting a thorough investigation into the reported incidents. This may involve gathering statements from witnesses, reviewing any available documentation, and meeting with the concerned employees for their perspective.
Communication and Counselling:
Following the investigation, a meeting should be arranged with the individuals involved to discuss the reported incidents. During this meeting, it would be beneficial to clearly communicate the expectations and consequences associated with such behavior, as well as offer guidance on how to rectify their actions moving forward.
Documentation:
It is crucial to document all actions taken, including the investigation process, meetings, and any subsequent follow-up. This documentation will serve as a record of the steps taken to address the issue.
Follow-Up:
Regular follow-ups should be scheduled to monitor the progress of the employees in question. This will allow us to gauge their commitment to rectifying their behavior and provide any necessary support or resources.
Training and Development:
Depending on the severity and nature of the indiscipline, it may be beneficial to offer additional training or resources to help the employees improve their behavior and performance.
Policy Reminder: Consider sending out a gentle reminder to all employees about our organization's code of conduct and policies. This can serve as a reinforcement of the expectations we have for all team members.
I would appreciate your guidance and support in addressing this matter effectively. If there are any specific protocols or procedures that you would like us to follow, please do not hesitate to let me know.
Thank you for your prompt attention to this issue. I am confident that with your leadership, we can rectify these indiscipline concerns and continue to foster a positive and productive work environment.
Warm regards,
From India, Bangalore
Subject: Reporting Employee Indiscipline Issues
Dear Mr/MS
I hope this email finds you in good health and high spirits. I am writing to bring to your attention a matter of concern regarding certain employee behaviour that has raised red flags in our organization.
Over the past few weeks, it has come to my attention that there have been instances of indiscipline activities exhibited by a few employees. These actions have included provide specific examples of indiscipline activities such as tardiness, insubordination, violation of company policies, etc. Such behaviour not only disrupts the smooth functioning of our work environment but also sets a detrimental precedent for the rest of the team.
As responsible members of this organization, it is imperative that we address and rectify these issues promptly. I would like to suggest the following course of action:
Investigation: I recommend conducting a thorough investigation into the reported incidents. This may involve gathering statements from witnesses, reviewing any available documentation, and meeting with the concerned employees for their perspective.
Communication and Counselling:
Following the investigation, a meeting should be arranged with the individuals involved to discuss the reported incidents. During this meeting, it would be beneficial to clearly communicate the expectations and consequences associated with such behavior, as well as offer guidance on how to rectify their actions moving forward.
Documentation:
It is crucial to document all actions taken, including the investigation process, meetings, and any subsequent follow-up. This documentation will serve as a record of the steps taken to address the issue.
Follow-Up:
Regular follow-ups should be scheduled to monitor the progress of the employees in question. This will allow us to gauge their commitment to rectifying their behavior and provide any necessary support or resources.
Training and Development:
Depending on the severity and nature of the indiscipline, it may be beneficial to offer additional training or resources to help the employees improve their behavior and performance.
Policy Reminder: Consider sending out a gentle reminder to all employees about our organization's code of conduct and policies. This can serve as a reinforcement of the expectations we have for all team members.
I would appreciate your guidance and support in addressing this matter effectively. If there are any specific protocols or procedures that you would like us to follow, please do not hesitate to let me know.
Thank you for your prompt attention to this issue. I am confident that with your leadership, we can rectify these indiscipline concerns and continue to foster a positive and productive work environment.
Warm regards,
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Write-your-name _130.jpg
How to write HR policy.pdf