Dear All,
In My company a employee does not obey the HR Rules like gossip not allowed in the office after the verbal warning He did not change his attitude and continue gossip with other employee. he complaint me that person disturbed me. when I was talk with him then he arguee with me. I am a HR Executive.So Please give me a notice format for that employee.
This is very urgent Plz help me
regards
pulkit
From India, New Delhi
1In My company a employee does not obey the HR Rules like gossip not allowed in the office after the verbal warning He did not change his attitude and continue gossip with other employee. he complaint me that person disturbed me. when I was talk with him then he arguee with me. I am a HR Executive.So Please give me a notice format for that employee.
This is very urgent Plz help me
regards
pulkit
From India, New Delhi
Dear, Mahesh Sir
A employee in our Establishment. He is not followup the HR Rules. many times I have given verbal warning , but he is not changing his attitude.
Complaints against him (1) he doing gossip in the office (2) in the Lunch time 1.30 to 2.00 pm he avail lunch time 1.30 to 2.30 pm (3) in the lunch time he go to market (4) Arguee with HR person.
Regards
pulkit
From India, New Delhi
A employee in our Establishment. He is not followup the HR Rules. many times I have given verbal warning , but he is not changing his attitude.
Complaints against him (1) he doing gossip in the office (2) in the Lunch time 1.30 to 2.00 pm he avail lunch time 1.30 to 2.30 pm (3) in the lunch time he go to market (4) Arguee with HR person.
Regards
pulkit
From India, New Delhi
Dear All,
I want a format for Indiscipline in the office. In our establishment some employee doing gossip during the working hours. I have given verbal warning, that gossip not allowed in the office than one employee come to arguee with me. I am HR Executive.
Plz give me the memo format for that employees.
Its very urgent
regards
Pulkit
From India, New Delhi
I want a format for Indiscipline in the office. In our establishment some employee doing gossip during the working hours. I have given verbal warning, that gossip not allowed in the office than one employee come to arguee with me. I am HR Executive.
Plz give me the memo format for that employees.
Its very urgent
regards
Pulkit
From India, New Delhi
@Pulkit
It depends on the Company profile and its area of operations and the work culture environment etc.
For eg.if Company is into creativity like Advertising, then there is lot of informal meetings, chats, talks etc and its a norm. For manufacturing industry a 10-15minute break after a 2hour work should be fine with everyone. For Customer Service industry or Retail normally one cannot set fixed break points but the employees need to be briefed about what is acceptable and what is not. just like continous gossip is not acceptable and sets the habit of indiscipline. A normal chat without much interference to other employees at work and not at the cost of postponing urgent important work can be allowed. Because Humans are not machines and they need to break the monotony.If you find out that there are some really erring employees who waste their time and also spoil the discipline then make a point to counsell the employee and also give a warning if essential about a possible disciplinary action like a Warning Letter. Of course while counselling make it a point to show how the indiscipline is affecting work and team effort. Warning letters should be the last resort if behaviour doesnt improve. Breaks for relaxing should be applicable for all employees with certain set procedures like a seperate space for a chat or reading newspapers etc. wherein it wudnt affect their work. Remember that re-juvenating of employees with breaks is also essential for effective performance.....The Human Aspect of Employees is something that HR has to handle with care and composure always....................rgrds
From India, Mumbai
It depends on the Company profile and its area of operations and the work culture environment etc.
For eg.if Company is into creativity like Advertising, then there is lot of informal meetings, chats, talks etc and its a norm. For manufacturing industry a 10-15minute break after a 2hour work should be fine with everyone. For Customer Service industry or Retail normally one cannot set fixed break points but the employees need to be briefed about what is acceptable and what is not. just like continous gossip is not acceptable and sets the habit of indiscipline. A normal chat without much interference to other employees at work and not at the cost of postponing urgent important work can be allowed. Because Humans are not machines and they need to break the monotony.If you find out that there are some really erring employees who waste their time and also spoil the discipline then make a point to counsell the employee and also give a warning if essential about a possible disciplinary action like a Warning Letter. Of course while counselling make it a point to show how the indiscipline is affecting work and team effort. Warning letters should be the last resort if behaviour doesnt improve. Breaks for relaxing should be applicable for all employees with certain set procedures like a seperate space for a chat or reading newspapers etc. wherein it wudnt affect their work. Remember that re-juvenating of employees with breaks is also essential for effective performance.....The Human Aspect of Employees is something that HR has to handle with care and composure always....................rgrds
From India, Mumbai
Dear Pulkit
instead of giving letter a suggest you to introduce
1. Card punch system to monitor time of IN and OUT ( If late cut the salary)
2. IF The employee got complaint, block punching machine for the particular employee next day so that he has to come to HR for reversal (ask a written statement from him before reversal)
3. Whatever the arguement he make pl take a note and do not react
4. Next day tell security person not to allow the person inside, make the settlement and send him out
5. Make a policy for HR and display in notice board for Disciplanary activities
6. Call the representative (if union prevails) adn tell them the situations adn make them to control the person
7. Keeep teh salary is due untill the person gives in written about the misbehavior that he has made and give him a warning.
From India, Madras
instead of giving letter a suggest you to introduce
1. Card punch system to monitor time of IN and OUT ( If late cut the salary)
2. IF The employee got complaint, block punching machine for the particular employee next day so that he has to come to HR for reversal (ask a written statement from him before reversal)
3. Whatever the arguement he make pl take a note and do not react
4. Next day tell security person not to allow the person inside, make the settlement and send him out
5. Make a policy for HR and display in notice board for Disciplanary activities
6. Call the representative (if union prevails) adn tell them the situations adn make them to control the person
7. Keeep teh salary is due untill the person gives in written about the misbehavior that he has made and give him a warning.
From India, Madras
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