I’m an Hr executive in a software company. One of my employees (under probation period) went on an uninformed leave for 5 days on a critical time of completion of a project. When we tried to call him to his mobile & residence number, he didn’t pick the call. We thought he was absconded. We had a bad time that week losing 1000$ & breakup with the client for not completing the project on time. On the 6th day that guy came back to work, he said that he went to his friend’s marriage to outstation wontedly without informing coz he very well knew that leave will not be allotted by his TL in that critical time. His way of irresponsible behavior irritated everyone & we decided to terminate that employee immediately. He reacted very badly & didn’t felt guilty about his mistake. And now that guy wants to spoil our company’s name by positing some bad reviews on net from outside.
Could somebody suggest us what actions can be taken on him or how to handle this issue?
From India, Madras
Could somebody suggest us what actions can be taken on him or how to handle this issue?
From India, Madras
Hello,
I guess it's a standard response from your ex-employee whenever anyone who doesn't fell any remorse for a wrong done--more to do with the mental outlook of the person. I am sure it won't take him very far in his career--but that's his problem. If you notice, it's a lot similar to what we see daily on TV in discussions between politicians--bouncing THEIR faults onto others :-).
Coming to your query.
Was anything taken in writing--either as a part of the Termination Letter or separately--about the actual reason for his termination? If you have your records straight, I think you have a good case to hit back. Just tell him [send a mail with screenshots of what you noticed over the Net] that this attitude will invite serious consequences from your company-including posting his termination Letter ALL OVER THE NET--including the Social Networking Sites, so that he wouldn't be able to get another job. But pl note that I don't recommend this to be actually carried-out--since your focus ought to be to safeguard your company interests--NOT ruin his career [also pl note that like for every option, this too will have -ve & +ve consequences for the Company. Suggest you draft this mail using the services of a lawyer--to be on the safe-side, if he uses a legal response. But if he doesn't halt, you may need to implement it.
If you don't have anything in writing about his wrong-doing [NOT internal mails--it needs to be to him directly], then you can still adopt the same strategy but with some caution, since if he takes the legal route, you wouldn't have anything to defend your company--& in the process-being the HR face of the company, YOU will get the brickbats.
Now for the lessons of this experience. Maybe you need to refine your Selection process to include some psychological queries/scenarios & get the responses of the prospective employees. There should be many Tests on the Net that cater to this need--evaluating indirectly the psychological traits [if you ask anyone directly if they will give preference to work or to a marraige, you know the obvious answer :-)].
Rgds,
TS
From India, Hyderabad
1637I guess it's a standard response from your ex-employee whenever anyone who doesn't fell any remorse for a wrong done--more to do with the mental outlook of the person. I am sure it won't take him very far in his career--but that's his problem. If you notice, it's a lot similar to what we see daily on TV in discussions between politicians--bouncing THEIR faults onto others :-).
Coming to your query.
Was anything taken in writing--either as a part of the Termination Letter or separately--about the actual reason for his termination? If you have your records straight, I think you have a good case to hit back. Just tell him [send a mail with screenshots of what you noticed over the Net] that this attitude will invite serious consequences from your company-including posting his termination Letter ALL OVER THE NET--including the Social Networking Sites, so that he wouldn't be able to get another job. But pl note that I don't recommend this to be actually carried-out--since your focus ought to be to safeguard your company interests--NOT ruin his career [also pl note that like for every option, this too will have -ve & +ve consequences for the Company. Suggest you draft this mail using the services of a lawyer--to be on the safe-side, if he uses a legal response. But if he doesn't halt, you may need to implement it.
If you don't have anything in writing about his wrong-doing [NOT internal mails--it needs to be to him directly], then you can still adopt the same strategy but with some caution, since if he takes the legal route, you wouldn't have anything to defend your company--& in the process-being the HR face of the company, YOU will get the brickbats.
Now for the lessons of this experience. Maybe you need to refine your Selection process to include some psychological queries/scenarios & get the responses of the prospective employees. There should be many Tests on the Net that cater to this need--evaluating indirectly the psychological traits [if you ask anyone directly if they will give preference to work or to a marraige, you know the obvious answer :-)].
Rgds,
TS
From India, Hyderabad
Dear Freind
Immediately issue official showcause to him or at his address anyways,seeking explanation in official note (not verbal) as a proof.whether he responds to it is another issue but official record must be there. Secondly issue informational add for public Interest and look for replacement.Regarding net issue if it is started by him,as an organisation you can counter with official records and try it as communicated by TS but only when he starts this spoil game.
Regards JCB
Immediately issue official showcause to him or at his address anyways,seeking explanation in official note (not verbal) as a proof.whether he responds to it is another issue but official record must be there. Secondly issue informational add for public Interest and look for replacement.Regarding net issue if it is started by him,as an organisation you can counter with official records and try it as communicated by TS but only when he starts this spoil game.
Regards JCB
Dear pavi...
I gone through by your report. hope you are in critical situation. but be relax. I gone through by tajsathees suggestion also, he is right. stay cool and take action aginst him step by step in safer side.
Regards
A.R. Pasanth Lal
From India, Madras
I gone through by your report. hope you are in critical situation. but be relax. I gone through by tajsathees suggestion also, he is right. stay cool and take action aginst him step by step in safer side.
Regards
A.R. Pasanth Lal
From India, Madras
Dear Pavi, I agree with Sh. Prashanth Lal suggestion, Pl intiate action step by step in writing since above specimens definately have to face bad day within a short period. rns
From India, Mumbai
From India, Mumbai
Dear Pavi,
I have seen the comments above, But before doing that wait and think, if he had approached you for Leave would you have granted him. Since he is eligible for Two days leave as per shop and Establishment Act. What is the process for taking the leave approval.
See, your project and other things are true, i do not interfere in that. But above all there is human values. why leave are not granted. Project will go on & on untill the Company is there, so no one should take leave. Remember the above comments of taking action, posting his termination letter in net and other things would just give you a loss.
If that employee approaches the Labour Office. Then you will be in deep trobule. Your organiztion will also be in trouble. If he admists of works ovetime without pay, working for whole the week, etc, that will create a great problem . Best advice he close this issue ask him not to come to office settle his dues, and create a genuine policy for the leave. Human retaltion and emotions are more that project or money that you earn. If this attitude is corrected from your end then there will be no conflict and employees will work with proper satisfaction.
From India, Madras
I have seen the comments above, But before doing that wait and think, if he had approached you for Leave would you have granted him. Since he is eligible for Two days leave as per shop and Establishment Act. What is the process for taking the leave approval.
See, your project and other things are true, i do not interfere in that. But above all there is human values. why leave are not granted. Project will go on & on untill the Company is there, so no one should take leave. Remember the above comments of taking action, posting his termination letter in net and other things would just give you a loss.
If that employee approaches the Labour Office. Then you will be in deep trobule. Your organiztion will also be in trouble. If he admists of works ovetime without pay, working for whole the week, etc, that will create a great problem . Best advice he close this issue ask him not to come to office settle his dues, and create a genuine policy for the leave. Human retaltion and emotions are more that project or money that you earn. If this attitude is corrected from your end then there will be no conflict and employees will work with proper satisfaction.
From India, Madras
Dear Friends,
Thanks for your valuable replies.
Hereafter I will refine my recruitment process as per tajsateesh advice.
Expecting more suggestions & cautious ideas to avoid this kind of situation.
Regards
Pavi_HR
From India, Madras
Thanks for your valuable replies.
Hereafter I will refine my recruitment process as per tajsateesh advice.
Expecting more suggestions & cautious ideas to avoid this kind of situation.
Regards
Pavi_HR
From India, Madras
Suggestion:
Have you specified him the reason of his termination in black and white, that as per the policy of the company you have taken that decision.If still he has some query, meet that person and make him realize that what he had done was unethical. Its very important for him to understand his mistake.
Regards
Anjana K
From India, Jaipur
Have you specified him the reason of his termination in black and white, that as per the policy of the company you have taken that decision.If still he has some query, meet that person and make him realize that what he had done was unethical. Its very important for him to understand his mistake.
Regards
Anjana K
From India, Jaipur
I think publishing Ads in news paper & All Over NET/ Social websites would be better one in that msg you may display like " Employee Name has been terminated from the employment of (Co. Name) due to his (Fault along with his termination letter) hence anybody who make any type of communication/contract/information sharing requested to do not rely on his(Employee Name) information....
From India, Pune
From India, Pune
Dear sidman05,
Thanks for your suggestion. In our company we absolutely value people more than money. We grant casual leaves for employees under probation period. Uninformed leaves are also accepted with genuine reasons. But this guy gave us irresponsible answer which really made us upset. ATTITUDE is more important for a person (For Everyone). Every company expects a Responsible & Faithful employee (which determines attitude), if that fails, what can we do with that employee. This attitude may spoil the environment of the company. In our side we are safe & clear, the pain will be for that guy bcoz of his misconduct.
From India, Madras
Thanks for your suggestion. In our company we absolutely value people more than money. We grant casual leaves for employees under probation period. Uninformed leaves are also accepted with genuine reasons. But this guy gave us irresponsible answer which really made us upset. ATTITUDE is more important for a person (For Everyone). Every company expects a Responsible & Faithful employee (which determines attitude), if that fails, what can we do with that employee. This attitude may spoil the environment of the company. In our side we are safe & clear, the pain will be for that guy bcoz of his misconduct.
From India, Madras
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