The union is in the company I work with.
1. Absenteeism and late-coming action and section/procedure
2. Conflict & Dispute Resolution action and section/procedure
3. Discipline action and section/procedure
4. Discrimination action and section/procedure
5. Harassment action and section/procedure
6. Health action and section/procedure
7. Interpersonal Communications action and section/procedure
8. Safety action and section/procedure
My general manager tells us to send a notice at the top of all issues. If he comes late, he immediately sends a notice to his home and union office. Can you help me?
Thanks
From India, Coimbatore
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1. Absenteeism and late-coming action and section/procedure
2. Conflict & Dispute Resolution action and section/procedure
3. Discipline action and section/procedure
4. Discrimination action and section/procedure
5. Harassment action and section/procedure
6. Health action and section/procedure
7. Interpersonal Communications action and section/procedure
8. Safety action and section/procedure
My general manager tells us to send a notice at the top of all issues. If he comes late, he immediately sends a notice to his home and union office. Can you help me?
Thanks
From India, Coimbatore
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Dear Selvaraj,
You have asked for actions, sections, and procedures for many subjects. It only goes to show that you need to work under a senior who can guide you in the workplace. Members of this forum or seniors can provide responses to specific queries or challenges that you face. However, if you ask fundamental questions, especially on a wide range of subjects, it indicates the requirements of your job and your level of knowledge.
Thanks,
Dinesh Divekar
From India, Bangalore
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8035You have asked for actions, sections, and procedures for many subjects. It only goes to show that you need to work under a senior who can guide you in the workplace. Members of this forum or seniors can provide responses to specific queries or challenges that you face. However, if you ask fundamental questions, especially on a wide range of subjects, it indicates the requirements of your job and your level of knowledge.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Selvaraj,
What is the team strength of your HR department? Are you solely responsible for these activities? The General Manager, in his capacity, can request you to send notices and letters, but your company should have already established all the necessary procedures for sending such notices regarding employee lapses. Please review and take action. If you require further assistance, allocate some time to familiarize yourself with labor enactments for implementing disciplinary actions.
As a unionized factory or company, it is essential to exercise caution and adhere to the Standing Orders when issuing such notices.
Please let me know if you need any further assistance or clarification.
Best regards, [Your Name]
From India, Hyderabad
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What is the team strength of your HR department? Are you solely responsible for these activities? The General Manager, in his capacity, can request you to send notices and letters, but your company should have already established all the necessary procedures for sending such notices regarding employee lapses. Please review and take action. If you require further assistance, allocate some time to familiarize yourself with labor enactments for implementing disciplinary actions.
As a unionized factory or company, it is essential to exercise caution and adhere to the Standing Orders when issuing such notices.
Please let me know if you need any further assistance or clarification.
Best regards, [Your Name]
From India, Hyderabad
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Hi,
So many viewers, but only some engage to reply. As I comprehend your post, let's begin with Absenteeism and late coming actions and sections/procedures. First, every company has an internal policy handbook. You can refer to articles included and discuss, for example, many firms have guidelines so that if an employee is absent or late three times in a month, they are directly notified by their supervisor or manager to address the reasons behind the behavior. This is to understand why there are difficulties in the workplace as absenteeism and late coming can be consequences of conflicts, dissatisfaction, and more. If no valid reasons are provided, the employee may be perceived as lazy and may require penalties and increased supervision to realign with the company's vision and values.
Looking forward to hearing from you.
Regards,
S. Toufik
HR & Management Consultant
From Algeria, undefined
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So many viewers, but only some engage to reply. As I comprehend your post, let's begin with Absenteeism and late coming actions and sections/procedures. First, every company has an internal policy handbook. You can refer to articles included and discuss, for example, many firms have guidelines so that if an employee is absent or late three times in a month, they are directly notified by their supervisor or manager to address the reasons behind the behavior. This is to understand why there are difficulties in the workplace as absenteeism and late coming can be consequences of conflicts, dissatisfaction, and more. If no valid reasons are provided, the employee may be perceived as lazy and may require penalties and increased supervision to realign with the company's vision and values.
Looking forward to hearing from you.
Regards,
S. Toufik
HR & Management Consultant
From Algeria, undefined
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