Respected Seniors,Greetings to all.
I am Raja Sekhar. I am working with Manufacturing Unit as a HR Executive.
Our company having a Trade union. Few of our workers attending their duties 10 days only in the month . Irregular their duties from last couple of months. They are disturbing the work environment. I issued several warning letters to improve their attendance. Even, they are not improve their Attendance.hence I would like to take an serious action against them the Way of Suspend either Terminating them with inquiry. So could you please suggest me what are the steps i can fallow to take an a action against them.
Regards
Raja Sekhar
From India, Indore
1I am Raja Sekhar. I am working with Manufacturing Unit as a HR Executive.
Our company having a Trade union. Few of our workers attending their duties 10 days only in the month . Irregular their duties from last couple of months. They are disturbing the work environment. I issued several warning letters to improve their attendance. Even, they are not improve their Attendance.hence I would like to take an serious action against them the Way of Suspend either Terminating them with inquiry. So could you please suggest me what are the steps i can fallow to take an a action against them.
Regards
Raja Sekhar
From India, Indore
Can you please investigate what is the reason that they are irregular can the issue resolve amicably? Domestic Enquiry will heat up the atmosphere better try to solve by amicable way.....
From India, Pune
From India, Pune
I asked earlier each and every one individually. They don,t have any specific cause for absent.They don't have an interest about their jobs and even no fear about the management because no action taken against by the Management. These culture fallowed by other workmen.
So i feel if we suspend any one remain all become set right.
So please suggest me what are the steps (letters) should we issued to them for suspend with inquiry even without inquiry.
From India, Indore
So i feel if we suspend any one remain all become set right.
So please suggest me what are the steps (letters) should we issued to them for suspend with inquiry even without inquiry.
From India, Indore
Suspension may be harsh and may be resisted by the employees. Thiugh indiscipline is to be dealt with strictly but you need to assess other environmental factors like how much support you can garner from the mangement if you take a strong action aginst erring employees .Sometimes you may be left alone to fend for yourself. Secondly, how strong is the union in your company is another factor. Once you initiate action, they may raise industrial disputes and you need to attend hearings and defend your case before the Labour Commissioner which may be time consuming. Sometimes discretion is better part of valour. Do a SWOT analysis of the situation before deciding up on any strict action.
B.Saikumar
Mumbai
From India, Mumbai
B.Saikumar
Mumbai
From India, Mumbai
Dear All,
In my option in this case its lack of motivation in the working environment since staff are not care if they lose their jobs so it’s better to have a staff meeting with all, and in the meeting ask them what is the problem between the management however from the above sentence I found it out that the employees are not caring about the management as well and If you suspend any of them it will not work for your efficiency and effectiveness , since you can go ahead with putting a box in one side of the general ward of your office building and ask the staff to write their problems without to mention their names, in my idea it’s better to find out what is the reason behind this problem and then work on some motivation theory in your organization environment iam sure it will work.
From Singapore, Singapore
In my option in this case its lack of motivation in the working environment since staff are not care if they lose their jobs so it’s better to have a staff meeting with all, and in the meeting ask them what is the problem between the management however from the above sentence I found it out that the employees are not caring about the management as well and If you suspend any of them it will not work for your efficiency and effectiveness , since you can go ahead with putting a box in one side of the general ward of your office building and ask the staff to write their problems without to mention their names, in my idea it’s better to find out what is the reason behind this problem and then work on some motivation theory in your organization environment iam sure it will work.
From Singapore, Singapore
Just pay them for 10 days only issue a warning letter to them regarding the same. If still there is no improvement in their attendance speak to th union about the same and tell them if they repeat such type of behaviour the managment would take strick action even they can be terminated from the services.
Hope this can help you.
Regards, Derek Gomes
From India, Nagpur
Hope this can help you.
Regards, Derek Gomes
From India, Nagpur
Since Management has failed to act responsiblt in the past, and deal with the problems as they arose, they have established a negative precedent and provided an open invitation to the workforce to take time off regarless of the consequences to the organization.
Such a stance is an infection which, over time will fester into a serious internal ailment.
After discussion with the Union, I would do the following:
1. Post a notice to the effect that in the past, certain actions, deterimental to the company, against good order, productivity and efficiency have been ignored by Management. This is notice that in future Management intends to vigorously enforce the rules and regulations. Beginning __/__/ 20__ they are in full force and effect.
2. All employees will, effective __/__/ 20__, have all disciplinary incidents removed from their records. Such incidents will not be used in the future. In short, all employees will start with a "clean record".
3. Any Management employee who does not comply with this disrective will be terminated.
4. Any Union employee who violates the rules and regulations will be subject to discipline: (a) For minor infractions, a "progressive process" will be used - Verbal counselling (1st offense), written warning (2nd offense), suspension (3rd offense)without pay (from 3 to 15 days), and finally, when all else fails - Termination.
In cases of Major violations: Assaulting/threatening a supervisor; unsafe acts which cause injury, death, or substantial damage to Company/co-worker property; under the influence of alcohol or illegal drugs; theft of Company property and the like, WILL result in immdeiate termination.
The Notice shoul;d be signed by the President/Chief Executive Office and his Staff.
Hope this helps.
Regards,
PALADIN
From United States,
Such a stance is an infection which, over time will fester into a serious internal ailment.
After discussion with the Union, I would do the following:
1. Post a notice to the effect that in the past, certain actions, deterimental to the company, against good order, productivity and efficiency have been ignored by Management. This is notice that in future Management intends to vigorously enforce the rules and regulations. Beginning __/__/ 20__ they are in full force and effect.
2. All employees will, effective __/__/ 20__, have all disciplinary incidents removed from their records. Such incidents will not be used in the future. In short, all employees will start with a "clean record".
3. Any Management employee who does not comply with this disrective will be terminated.
4. Any Union employee who violates the rules and regulations will be subject to discipline: (a) For minor infractions, a "progressive process" will be used - Verbal counselling (1st offense), written warning (2nd offense), suspension (3rd offense)without pay (from 3 to 15 days), and finally, when all else fails - Termination.
In cases of Major violations: Assaulting/threatening a supervisor; unsafe acts which cause injury, death, or substantial damage to Company/co-worker property; under the influence of alcohol or illegal drugs; theft of Company property and the like, WILL result in immdeiate termination.
The Notice shoul;d be signed by the President/Chief Executive Office and his Staff.
Hope this helps.
Regards,
PALADIN
From United States,
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From India, Ahmadabad
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Termination-emp loyment_563.pdf
Termination letter.doc