Dear Seniors,
I hope this message finds you well. Recently, our newly appointed Production Head has been engaging in questionable practices. He insists on apology letters for minor shop floor errors, leading to warning letters. Despite being instructed not to use the company's letterhead, he continues to do so. More concerning is his bias against older employees, treating them differently than new hires. Numerous complaints have surfaced, but the fear of job loss hinders formal complaints.
Additionally, he attempted to influence our hiring process by pushing CVs for his wife's consultancy, hiring nine candidates against HR recommendations. Suspicions arise that he may be benefiting financially. This strategy seems aimed at replacing old staff with his referrals. Management acknowledges the issue but has not taken decisive action. He is violating the basic protocol to be followed while taking disciplinary action, he has a strong support from Technical Director who is also biased against the old staff. Company's mgt knew this but turns blind looking towards the benefits that company may have in long run due to Technical Director, this Director is a strong narcissist & everybody knows it, but not taking any action. When discussed with Mgt.they said they will call him & give instruction to refrain from such activities but I am sure after some time he will identify a new way of harassing people.
Seeking guidance on addressing this matter effectively.
Regards
Aakansha
(HRD)
From India, Nagpur
22I hope this message finds you well. Recently, our newly appointed Production Head has been engaging in questionable practices. He insists on apology letters for minor shop floor errors, leading to warning letters. Despite being instructed not to use the company's letterhead, he continues to do so. More concerning is his bias against older employees, treating them differently than new hires. Numerous complaints have surfaced, but the fear of job loss hinders formal complaints.
Additionally, he attempted to influence our hiring process by pushing CVs for his wife's consultancy, hiring nine candidates against HR recommendations. Suspicions arise that he may be benefiting financially. This strategy seems aimed at replacing old staff with his referrals. Management acknowledges the issue but has not taken decisive action. He is violating the basic protocol to be followed while taking disciplinary action, he has a strong support from Technical Director who is also biased against the old staff. Company's mgt knew this but turns blind looking towards the benefits that company may have in long run due to Technical Director, this Director is a strong narcissist & everybody knows it, but not taking any action. When discussed with Mgt.they said they will call him & give instruction to refrain from such activities but I am sure after some time he will identify a new way of harassing people.
Seeking guidance on addressing this matter effectively.
Regards
Aakansha
(HRD)
From India, Nagpur
Hi,
Only thing you can do is to escalate the issue to Technical Director / Management .
But if Management keep a blind eye knowingly then you don't have any other options. You may take up the issue with CEO of the Company and try.
By the by what is wrong in insisting apology letters for minor shop floor errors ? The intention of Production Head may be to ensure 100% quality at Plant ? How come you had concluded that Production Head is bias against older employees? When you raise complaint against Head of Dept you should be able to substantiate with proper evidences.
From India, Madras
Only thing you can do is to escalate the issue to Technical Director / Management .
But if Management keep a blind eye knowingly then you don't have any other options. You may take up the issue with CEO of the Company and try.
By the by what is wrong in insisting apology letters for minor shop floor errors ? The intention of Production Head may be to ensure 100% quality at Plant ? How come you had concluded that Production Head is bias against older employees? When you raise complaint against Head of Dept you should be able to substantiate with proper evidences.
From India, Madras
Hi Akansha,
It appears that you are facing a challenging situation at your workplace, and it's concerning that your newly appointed Production Head is engaging in questionable practices that go against ethical and fair employment standards. Dealing with such situations can be delicate, but it's important to address them appropriately. Here are some suggestions on how you might handle this:
Document Everything:
Keep a detailed record of instances where the Production Head has engaged in questionable practices. Note the dates, times, and specifics of each incident. Document any conversations, meetings, or instructions related to these issues.
Raise the Issue with HR:
If you haven't already, express your concerns to the Human Resources (HR) department. Provide them with the documented evidence and detail the impact on the work environment. Make it clear that there is a pattern of behaviour that is affecting employee morale and creating an unhealthy work atmosphere.
Anonymous Reporting Mechanism:
If employees fear retaliation and are hesitant to make formal complaints, suggest the implementation of an anonymous reporting mechanism. This can encourage employees to share their concerns without the fear of reprisals.
Whistle-blower Policy:
Ensure that your company has a strong whistle-blower policy in place to protect employees who come forward with information about unethical practices. If such a policy exists, remind employees of its existence and encourage them to use it.
Engage in Open Dialogue:
If you have an opportunity, express your concerns during meetings or discussions with higher management. Emphasize the negative impact on the work environment, employee morale, and the potential long-term damage to the company's reputation.
Legal Consultation:
If the situation persists and becomes unbearable, consider seeking legal advice. Employment laws vary, but if your Production Head's actions are violating labor laws or company policies, legal action may be a last resort.
Seek Guidance from an Ombudsman or Mediator:
Some companies have ombudsman services or external mediators who can help resolve internal conflicts. These individuals can provide a neutral perspective and assist in finding a fair resolution.
Employee Support Network:
Encourage affected employees to form a support network to collectively voice their concerns. This can help build a stronger case against the Production Head's actions and demonstrate the widespread impact.
While addressing workplace issues requires a strategic and careful approach. Ensure that you follow the proper channels within your company's structure while advocating for fair treatment and ethical practices. If your efforts within the company are ineffective, you may need to consider seeking external assistance or exploring legal options.
From India, Bangalore
It appears that you are facing a challenging situation at your workplace, and it's concerning that your newly appointed Production Head is engaging in questionable practices that go against ethical and fair employment standards. Dealing with such situations can be delicate, but it's important to address them appropriately. Here are some suggestions on how you might handle this:
Document Everything:
Keep a detailed record of instances where the Production Head has engaged in questionable practices. Note the dates, times, and specifics of each incident. Document any conversations, meetings, or instructions related to these issues.
Raise the Issue with HR:
If you haven't already, express your concerns to the Human Resources (HR) department. Provide them with the documented evidence and detail the impact on the work environment. Make it clear that there is a pattern of behaviour that is affecting employee morale and creating an unhealthy work atmosphere.
Anonymous Reporting Mechanism:
If employees fear retaliation and are hesitant to make formal complaints, suggest the implementation of an anonymous reporting mechanism. This can encourage employees to share their concerns without the fear of reprisals.
Whistle-blower Policy:
Ensure that your company has a strong whistle-blower policy in place to protect employees who come forward with information about unethical practices. If such a policy exists, remind employees of its existence and encourage them to use it.
Engage in Open Dialogue:
If you have an opportunity, express your concerns during meetings or discussions with higher management. Emphasize the negative impact on the work environment, employee morale, and the potential long-term damage to the company's reputation.
Legal Consultation:
If the situation persists and becomes unbearable, consider seeking legal advice. Employment laws vary, but if your Production Head's actions are violating labor laws or company policies, legal action may be a last resort.
Seek Guidance from an Ombudsman or Mediator:
Some companies have ombudsman services or external mediators who can help resolve internal conflicts. These individuals can provide a neutral perspective and assist in finding a fair resolution.
Employee Support Network:
Encourage affected employees to form a support network to collectively voice their concerns. This can help build a stronger case against the Production Head's actions and demonstrate the widespread impact.
While addressing workplace issues requires a strategic and careful approach. Ensure that you follow the proper channels within your company's structure while advocating for fair treatment and ethical practices. If your efforts within the company are ineffective, you may need to consider seeking external assistance or exploring legal options.
From India, Bangalore
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