Hello, can anyone suggest how to go about the warning letter issued to the employee for his careless attitude which has caused financial loss to the company
From India, Mumbai
2From India, Mumbai
Narrate the facts, indicate the seriousness and finally warn the employee of serious action in case it is repeated.
From India, Mumbai
From India, Mumbai
Dear Kavita,
"Careless attitude" is a generic expression. It does not bring out the exact misconduct of the employee. However, because of the employee's carelessness, if your company has suffered losses, then issue him the show-cause notice. However, before issuing the show-cause notice, consider the following questions:
a) Was carelessness related to primary or secondary duty? Did the employee violate any SOP, Policy, rule, regulation etc.?
b) Other than the defaulting employee in question, was there involvement of any other employee?
c) Who discovered the carelessness, how it was discovered, what was the role of HOD during his carelessness?
d) Was the employee careless for the first time or he is careless in his other duties as well?
e) Was the employee given any verbal warning by his HOD or anyone else? Was the previous incident connected with the latest incident?
If the employee has inflicted losses to the company, then letting off the employee with the warning letter is as good as condoning the misconduct. Therefore, I recommend some strong punishment like withholding future annual salary increment by 3-6 months. A company should recover at a nominal amount of the loss, and delaying salary increment is better than forfeiting some amount from his monthly salary.
Thanks,
Dinesh Divekar
From India, Bangalore
"Careless attitude" is a generic expression. It does not bring out the exact misconduct of the employee. However, because of the employee's carelessness, if your company has suffered losses, then issue him the show-cause notice. However, before issuing the show-cause notice, consider the following questions:
a) Was carelessness related to primary or secondary duty? Did the employee violate any SOP, Policy, rule, regulation etc.?
b) Other than the defaulting employee in question, was there involvement of any other employee?
c) Who discovered the carelessness, how it was discovered, what was the role of HOD during his carelessness?
d) Was the employee careless for the first time or he is careless in his other duties as well?
e) Was the employee given any verbal warning by his HOD or anyone else? Was the previous incident connected with the latest incident?
If the employee has inflicted losses to the company, then letting off the employee with the warning letter is as good as condoning the misconduct. Therefore, I recommend some strong punishment like withholding future annual salary increment by 3-6 months. A company should recover at a nominal amount of the loss, and delaying salary increment is better than forfeiting some amount from his monthly salary.
Thanks,
Dinesh Divekar
From India, Bangalore
Attitude is the easily visible thing but can never be proved. Whenever you write a letter/memo to an employee each word has to be proved.
Hence be specific, clear and to the point first and ensure you have documentary evidence ideally, and if not at least witnesses.
Your letter will have the necessary impact if you have them. With cameras all around evidence collection must be easy.
From India, Madras
Hence be specific, clear and to the point first and ensure you have documentary evidence ideally, and if not at least witnesses.
Your letter will have the necessary impact if you have them. With cameras all around evidence collection must be easy.
From India, Madras
Hello, can anyone suggest how to go about the warning letter issued to the employee for his careless attitude which has caused financial loss to the company"
One will have to be more specific about what is the careless attitude shown and how it is related to financial loss.
Act has to be specified and loss has to be quantified first.
Warning letters need to be specific.
A warning letter to an employee is a formal HR process to record misconduct, a disciplinary issue or poor performance and discuss it with the employee. The letter also helps in setting expectations for future behaviour and may be a precursor to termination.
so be clear in mind about need and ocassion to issue warning letter.
From India, Pune
One will have to be more specific about what is the careless attitude shown and how it is related to financial loss.
Act has to be specified and loss has to be quantified first.
Warning letters need to be specific.
A warning letter to an employee is a formal HR process to record misconduct, a disciplinary issue or poor performance and discuss it with the employee. The letter also helps in setting expectations for future behaviour and may be a precursor to termination.
so be clear in mind about need and ocassion to issue warning letter.
From India, Pune
Dear colleague,
Greetings!!
Please don't do any immature behaviour.
You have to word with employee before giving him anything in writing...
And what do you mean by careless attitude..just because of your wrong HR practice your company can face unnecessary litigations
First word with Employee then think and act
Rgds
From India, Mumbai
Greetings!!
Please don't do any immature behaviour.
You have to word with employee before giving him anything in writing...
And what do you mean by careless attitude..just because of your wrong HR practice your company can face unnecessary litigations
First word with Employee then think and act
Rgds
From India, Mumbai
Dear Kavitha, You can go through the clauses mentioned in Certified Standing Orders of the company for initiating disciplinary action
From India, Bengaluru
From India, Bengaluru
Dear madam,
Before taking any proposed action , you need to ascertain following:
* Your establishment falls within the perview The Industrial Employment Standing Orders Act/Rules or you have Service Rules in place containing disciplinary procedure.
* There is clinching evidence of establishing nexus between the careless act and financial loss caused.
* If the financial loss is not major, then warning letter is good enough which can be issued by giving facts of the case, reference to relevant standing orders/ service rules pertaining to the misconducts, and appropriately wording it.
* Under the Model Standing Orders, warning letter can be issued with or without calling for his explanation.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Before taking any proposed action , you need to ascertain following:
* Your establishment falls within the perview The Industrial Employment Standing Orders Act/Rules or you have Service Rules in place containing disciplinary procedure.
* There is clinching evidence of establishing nexus between the careless act and financial loss caused.
* If the financial loss is not major, then warning letter is good enough which can be issued by giving facts of the case, reference to relevant standing orders/ service rules pertaining to the misconducts, and appropriately wording it.
* Under the Model Standing Orders, warning letter can be issued with or without calling for his explanation.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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.
Employee Recognition letter formats for Team.doc