HI,
I have newly joined in CITIHR, I want to know how many memo should be given to a staff. If he is irregular in his/her attendance. Has there been any valid date or period for this memo.
Regarding good reply from our friends
Navamani.
From India, Madras
I have newly joined in CITIHR, I want to know how many memo should be given to a staff. If he is irregular in his/her attendance. Has there been any valid date or period for this memo.
Regarding good reply from our friends
Navamani.
From India, Madras
Hi Navamani
If a person is irregular in the office, then you should give oral warning first & then charge sheet.
If a person is not responding to the charge sheet , then you have to issue a show-cause notice & on further failure from employee to answer the show cause , you have to conduct , inquiry , notice of such should be given to employee & then followed by the disciplinary action
SJ
From India, Patna
14If a person is irregular in the office, then you should give oral warning first & then charge sheet.
If a person is not responding to the charge sheet , then you have to issue a show-cause notice & on further failure from employee to answer the show cause , you have to conduct , inquiry , notice of such should be given to employee & then followed by the disciplinary action
SJ
From India, Patna
hi,
You cannot count the number of memo to a staff member. The only thing that you have to follow is the Code of conduct and disciplinary action procedure that the company has or as per the standing orders act which is being followed by the company.
For each memo you have to follow a strict time frame and if the same act is repearted by the person again then you would prefer to follow the next disciplinary action procedure.
Please formulate policy on disciplinary action first.
Suresh Sharma
From India, Jaipur
You cannot count the number of memo to a staff member. The only thing that you have to follow is the Code of conduct and disciplinary action procedure that the company has or as per the standing orders act which is being followed by the company.
For each memo you have to follow a strict time frame and if the same act is repearted by the person again then you would prefer to follow the next disciplinary action procedure.
Please formulate policy on disciplinary action first.
Suresh Sharma
From India, Jaipur
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.
Disciplinary Memo.doc