need to issue a warning letter to the employee from employer (earlier already issued a warning letter to the same employee for his behavior and attitude and for not alert on work for emergency/priority works to be complete) and his attitude and behavior is not good with co collegues,and he not bother about warning letters he never given explanation for letter, and now the same employee is having a liquor in office hours, so we need to give a very strong warning and intimating him for 2 month notice period for termination.
From India, Hyderabad
From India, Hyderabad
7
Liquor in office hours - You want to issue warning letter?
Rather send him to medical test immediately as soon as he is in inebriated test if he misbehave / does any criminal act then file police complaint. Do not show any leniency in these cases.
From India, Pune
Rather send him to medical test immediately as soon as he is in inebriated test if he misbehave / does any criminal act then file police complaint. Do not show any leniency in these cases.
From India, Pune
Dear friend,
Consumption of liquor during working hours or reporting for duty in inebriated condition is misconduct. It merits investigation. Therefore, order domestic enquiry immediately. If the guilt of the employee is proved then you may go ahead and terminate the employee. Issue of warning letter is as good as condonation and not salubrious for the organisation's culture.
Further you have written that "and his attitude and behavior is not good with co collegues". This is a vague statement and while handling the matters of discipline or indiscipline, one should be specific. Matter should be clear as to what happened, where happened, when happened, who were the primary and secondary parties, was there violation of laid down rules, regulations or SOPs and so on.
Thanks,
Dinesh Divekar
From India, Bangalore
Consumption of liquor during working hours or reporting for duty in inebriated condition is misconduct. It merits investigation. Therefore, order domestic enquiry immediately. If the guilt of the employee is proved then you may go ahead and terminate the employee. Issue of warning letter is as good as condonation and not salubrious for the organisation's culture.
Further you have written that "and his attitude and behavior is not good with co collegues". This is a vague statement and while handling the matters of discipline or indiscipline, one should be specific. Matter should be clear as to what happened, where happened, when happened, who were the primary and secondary parties, was there violation of laid down rules, regulations or SOPs and so on.
Thanks,
Dinesh Divekar
From India, Bangalore
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WARNING LETTER FOR ABSENCE.doc