Dear Sir,
My suggestion is ask for a written complain from the executive against her and issue a show cause notice. See, what reply comes. If she acknowledge her guilty and ask apology may forgive her with a warning. If she refuse her guiltiness form an investigation committee. If you want to remove her investigate and try to find out all her faults and accused her so that committee's recommendation can help you to remove hes service. This is general practice of HR.
From Bangladesh, Dhaka
1My suggestion is ask for a written complain from the executive against her and issue a show cause notice. See, what reply comes. If she acknowledge her guilty and ask apology may forgive her with a warning. If she refuse her guiltiness form an investigation committee. If you want to remove her investigate and try to find out all her faults and accused her so that committee's recommendation can help you to remove hes service. This is general practice of HR.
From Bangladesh, Dhaka
Wow, I've been bowled of with such remarkable appreciation, "what is the answer u are giving us mr what head what tail, simple sweeper u cannot handle is it big issue?"
Wonder if you've had any experience with the trade unions, if you did, I'm afraid you'd not make this statement "simple sweeper u cannot handle is it big issue?" It's not like removing one from our household.
I'd still advice be extremely careful my friend when dealing in this case.
From India, Hyderabad
Wonder if you've had any experience with the trade unions, if you did, I'm afraid you'd not make this statement "simple sweeper u cannot handle is it big issue?" It's not like removing one from our household.
I'd still advice be extremely careful my friend when dealing in this case.
From India, Hyderabad
Hi
Do the things in following way and sequence.
~ Make activity list for her every task
~ allot a time for each task.
~ keep there are couple of breaks as per factory law..in your case seesm one is ok.
~ explain the activity or duty list to the lady in presnse on one union person from her side
~ sign-off the documnets as agreement.
~ make checklist of the same activity with a standrad format to genarate a reocord of her peroformance or non-performance.
~ Agree on teh goal i.e she has to complete 90% of the task daily.
~ daily ask her to get it signed for someone in the office as third party varification. keep chnaging the variifcation authority to have consenssu and record on her peroformance and non-perofrmance.
~ Observe her for a month and then you know wha to do..
Thanks
Manish K
From United States, Wilmington
Do the things in following way and sequence.
~ Make activity list for her every task
~ allot a time for each task.
~ keep there are couple of breaks as per factory law..in your case seesm one is ok.
~ explain the activity or duty list to the lady in presnse on one union person from her side
~ sign-off the documnets as agreement.
~ make checklist of the same activity with a standrad format to genarate a reocord of her peroformance or non-performance.
~ Agree on teh goal i.e she has to complete 90% of the task daily.
~ daily ask her to get it signed for someone in the office as third party varification. keep chnaging the variifcation authority to have consenssu and record on her peroformance and non-perofrmance.
~ Observe her for a month and then you know wha to do..
Thanks
Manish K
From United States, Wilmington
Dear friends,
Disciplining a female worker that too lowest rung cadre is very difficult especially when the unions interferes in every matter. Unless you will have very strong will, come what may attitude, it will be a difficult proposition. It is easy to simply suggest some measures but implementation is cumbersome. May be you can build up a very strong case against her for dereliction of duty if you build up pucca documentation. But a word of caution - she may bring up a sexual harassment case against you as well. And without any iota of doubt may take you to the courts. Going by the mood of labour dept. and elaborate legal process involved proving her guilty is a big task but definitely not impossible provided your management support you fully. You should be careful within and outside your premises.
From India, Bangalore
Disciplining a female worker that too lowest rung cadre is very difficult especially when the unions interferes in every matter. Unless you will have very strong will, come what may attitude, it will be a difficult proposition. It is easy to simply suggest some measures but implementation is cumbersome. May be you can build up a very strong case against her for dereliction of duty if you build up pucca documentation. But a word of caution - she may bring up a sexual harassment case against you as well. And without any iota of doubt may take you to the courts. Going by the mood of labour dept. and elaborate legal process involved proving her guilty is a big task but definitely not impossible provided your management support you fully. You should be careful within and outside your premises.
From India, Bangalore
Dear Narendra,
The situation you have mentioned is quite grave but there is nothing which can't be sorted out. See if you can't sack this person just do few things:
1. Call the meeting of Union leaders and discuss it with them and see if they give you some solution.
2. Transfer / Promote that employee to some other department with full time duty. Where she will have to work or stay in office for 8-9 hours and if she is missing or late make the deductions as per Company rules.
3. Give the job (Cleaning etc) to some one on contract so.
And if nothing is sorted out and management is ready to take stand with union just start issuing the notices and memo to that employee and if she is not improving just sack the Employee.
With best wishes.
From India, Delhi
The situation you have mentioned is quite grave but there is nothing which can't be sorted out. See if you can't sack this person just do few things:
1. Call the meeting of Union leaders and discuss it with them and see if they give you some solution.
2. Transfer / Promote that employee to some other department with full time duty. Where she will have to work or stay in office for 8-9 hours and if she is missing or late make the deductions as per Company rules.
3. Give the job (Cleaning etc) to some one on contract so.
And if nothing is sorted out and management is ready to take stand with union just start issuing the notices and memo to that employee and if she is not improving just sack the Employee.
With best wishes.
From India, Delhi
Dear sirs,
Please accept my sincere thanks for all your contributions.
I agree with your opinions for sorting the problem. The following matters are interrupting.
1. She is the widow of an employee who expired on duty and the management given her employment permanently(necessary orders issued).
2. She may be the relative of the Worker Union Secretary(what I heard) and the whole Union stands for her.
3. I discussed the same with my boss in detail, but he also keeps quite before the union meeting regarding the issue.
4. Our day to day work is getting hampered but as the vacancy is occupied by her, we can not employ anybody. Sometimes we have to hire a casual worker to clean the premises, and I adjust the wages adding to some office expenses. But this can not continue for long.
5. My boss is telling me, you are the HR, use your brain and sort out the whole thing. But certainly he also fears the consequences if we sack the employee.
6. As she is illiterate, it is very difficult to handle.
Please consider the above facts also. I am really fed up with the issue. Please help me to sort out.
A Dash
From India, Hyderabad
Please accept my sincere thanks for all your contributions.
I agree with your opinions for sorting the problem. The following matters are interrupting.
1. She is the widow of an employee who expired on duty and the management given her employment permanently(necessary orders issued).
2. She may be the relative of the Worker Union Secretary(what I heard) and the whole Union stands for her.
3. I discussed the same with my boss in detail, but he also keeps quite before the union meeting regarding the issue.
4. Our day to day work is getting hampered but as the vacancy is occupied by her, we can not employ anybody. Sometimes we have to hire a casual worker to clean the premises, and I adjust the wages adding to some office expenses. But this can not continue for long.
5. My boss is telling me, you are the HR, use your brain and sort out the whole thing. But certainly he also fears the consequences if we sack the employee.
6. As she is illiterate, it is very difficult to handle.
Please consider the above facts also. I am really fed up with the issue. Please help me to sort out.
A Dash
From India, Hyderabad
I'm pleased to see the contributions of both loginmiraclelogistics , Navneet Kumar Sarin, however, I've got to tell you about one case in particular that happened in ACC, Ltd., Mumbai in 1994.
It involved a very senior Project Officer a South Indian, who was second in the hierarchy on whom at least Rs.3500 crores were riding with a string of cement plants being put up in A.P. and Karnataka.
Hegained a lot of experience having worked in the factories on all aspects from quarry to finished product, plus also maintaining the production levels to an all time high with efficinet maintance achdules. He was a very sought after man and in recognition ACC movedhim to the project office where they were handling turnkey projects adn had got into the business of putting up several mini cement plants all over the counrty. He worked very sincerely and put a lot of efforts to attain the position he held and his ruthlessness for efficiency commitment of delivery all made him a hard task master. He used to expect the same from his staff too to meet his deadlines, so he was popular with some and wasn't with most young people who would general take frequent time off during a day apart from the regular lunch and break periods. One among them was particularly unhappy with this gentleman and would frequently end up in argument and would generally resort to speaking in Marathi to let his expression out and known to everyone else. He began slandering this gentleman and also started giving it a color that this gentleman has a hate for Marathi Manoos and that he is being targeted. One morning while taking the lift to the workplace, both of them were on the same lift, and the young man deliberately elbowed the senior in his ribs. Writhing in pain he shouted at him and as soon as he came into the office called his secretary and slammed a notice of attack. When the memo was issued to him, he took it, tore his shirt and walked out of the Project Managers office yelling in a manner that he was attacked by the boss and was shoved out tearing his shirt. He quickly rounded off the people who were with him on the lift that morning and produced witnesses to testified that the young man was yelled at in the lift for no fault of his. The matter was reported to the union who immediately reached the office, and demanded that the Project Manager better apologize to the young man in front of everyone in the office and also take back the memo. This was not going to happen, so they shouted and yelled for a while and demanded that an enquiry be conducted and punishment given for harassing the young man for a number of months now. They also brought the findings of this young man's last appraisal and used that too as a tool to slap all the charges against this Project Officer. The union had the backing of the Shiv Sena. Things went out of hand and out of control. The enquiry went on for along time and this gentleman was on a suspension. After several months they were forced to dismiss him. He went to the court, but all evidences were against him and so finally this man lost everything including his gratuity. He could scrounge home with his PF, and later on despite all his specialty he never got a job any where, even as a par-time consultant. He was ruined.
Like this I've known of quite a few cases both in West Bengal and Kerala which we notorious for union activities.
I too have worked in a manufacturing company for more than a decade and I know what stuff the people who run unions are made off, so please do not take any chances whatsoever. Be absolutely careful, your job may be on the line, just because you are in HR and you are supposed to carry out this dirty task.
It might seem "cowardice" but I believe the case isn't as simple, it's the other gender you've got to deal with, so be absolutely careful. It's too trivial a matter to put your career at stake.
From India, Hyderabad
It involved a very senior Project Officer a South Indian, who was second in the hierarchy on whom at least Rs.3500 crores were riding with a string of cement plants being put up in A.P. and Karnataka.
Hegained a lot of experience having worked in the factories on all aspects from quarry to finished product, plus also maintaining the production levels to an all time high with efficinet maintance achdules. He was a very sought after man and in recognition ACC movedhim to the project office where they were handling turnkey projects adn had got into the business of putting up several mini cement plants all over the counrty. He worked very sincerely and put a lot of efforts to attain the position he held and his ruthlessness for efficiency commitment of delivery all made him a hard task master. He used to expect the same from his staff too to meet his deadlines, so he was popular with some and wasn't with most young people who would general take frequent time off during a day apart from the regular lunch and break periods. One among them was particularly unhappy with this gentleman and would frequently end up in argument and would generally resort to speaking in Marathi to let his expression out and known to everyone else. He began slandering this gentleman and also started giving it a color that this gentleman has a hate for Marathi Manoos and that he is being targeted. One morning while taking the lift to the workplace, both of them were on the same lift, and the young man deliberately elbowed the senior in his ribs. Writhing in pain he shouted at him and as soon as he came into the office called his secretary and slammed a notice of attack. When the memo was issued to him, he took it, tore his shirt and walked out of the Project Managers office yelling in a manner that he was attacked by the boss and was shoved out tearing his shirt. He quickly rounded off the people who were with him on the lift that morning and produced witnesses to testified that the young man was yelled at in the lift for no fault of his. The matter was reported to the union who immediately reached the office, and demanded that the Project Manager better apologize to the young man in front of everyone in the office and also take back the memo. This was not going to happen, so they shouted and yelled for a while and demanded that an enquiry be conducted and punishment given for harassing the young man for a number of months now. They also brought the findings of this young man's last appraisal and used that too as a tool to slap all the charges against this Project Officer. The union had the backing of the Shiv Sena. Things went out of hand and out of control. The enquiry went on for along time and this gentleman was on a suspension. After several months they were forced to dismiss him. He went to the court, but all evidences were against him and so finally this man lost everything including his gratuity. He could scrounge home with his PF, and later on despite all his specialty he never got a job any where, even as a par-time consultant. He was ruined.
Like this I've known of quite a few cases both in West Bengal and Kerala which we notorious for union activities.
I too have worked in a manufacturing company for more than a decade and I know what stuff the people who run unions are made off, so please do not take any chances whatsoever. Be absolutely careful, your job may be on the line, just because you are in HR and you are supposed to carry out this dirty task.
It might seem "cowardice" but I believe the case isn't as simple, it's the other gender you've got to deal with, so be absolutely careful. It's too trivial a matter to put your career at stake.
From India, Hyderabad
Dear Dash,
Your posting and mine crossed each other.
It's quite clear your 'boss' wants to be the good boy and doesn't want to bite the bullet. He wants to protect his gratuity and pension probably and wants to make you the scape goat. do not fall into this trap. Think for a little more, you'll get a solution for only you know exactly what you are facing, we are only advising you from outside, we really do not know your environment, it's culture or its politics.
From India, Hyderabad
Your posting and mine crossed each other.
It's quite clear your 'boss' wants to be the good boy and doesn't want to bite the bullet. He wants to protect his gratuity and pension probably and wants to make you the scape goat. do not fall into this trap. Think for a little more, you'll get a solution for only you know exactly what you are facing, we are only advising you from outside, we really do not know your environment, it's culture or its politics.
From India, Hyderabad
Dear Mr A Dash,
Good Morning,
As a HR Manager you are in regular touch with the Union Team. First of all win their confidence by extending polite and good gestures to them and get them on your side. This is the first step you have to do without any choice. Then do you have written or online access control system. Use it effectively to your benefit and ensure that all employees report for jobs on time otherwise institute penal deductions with approval from your Company management. If you do this job your time office should be able to record her attendance daily and at the end of each week give her a written notice to attend work on time. If she starts reporting on time your first step is gaining advantage. Don,t call her to your office alone or entertain her alone in your cabin. Latest law for harassment of female employees is very effective. Whatever counseling is to be conveyed should be done in public, very politely and courteously but do it effectively.
Give her charter of duties clearly and not only to her but to all your staff under you so that she is not signaled out. Even if she approaches the Union people you can have your explanation ready. Establish liaison with local civil and police authorities as it is your obligatory requirement of your job. This aspect must be exhibited to your management and trade union body. Then you can take disciplinary action of suspension, dismissal or transfer her to other dept e.t.c. As a HR Manager you have to cultivate good qualities like patience, ear to hear gossip and take timely action to curb it, be very smart in your work and establish yourself as a good, working and effective HR Manager. Bring a small hand towel and start cleaning your table yourself. It should help you self discipline.
From India, Pune
Good Morning,
As a HR Manager you are in regular touch with the Union Team. First of all win their confidence by extending polite and good gestures to them and get them on your side. This is the first step you have to do without any choice. Then do you have written or online access control system. Use it effectively to your benefit and ensure that all employees report for jobs on time otherwise institute penal deductions with approval from your Company management. If you do this job your time office should be able to record her attendance daily and at the end of each week give her a written notice to attend work on time. If she starts reporting on time your first step is gaining advantage. Don,t call her to your office alone or entertain her alone in your cabin. Latest law for harassment of female employees is very effective. Whatever counseling is to be conveyed should be done in public, very politely and courteously but do it effectively.
Give her charter of duties clearly and not only to her but to all your staff under you so that she is not signaled out. Even if she approaches the Union people you can have your explanation ready. Establish liaison with local civil and police authorities as it is your obligatory requirement of your job. This aspect must be exhibited to your management and trade union body. Then you can take disciplinary action of suspension, dismissal or transfer her to other dept e.t.c. As a HR Manager you have to cultivate good qualities like patience, ear to hear gossip and take timely action to curb it, be very smart in your work and establish yourself as a good, working and effective HR Manager. Bring a small hand towel and start cleaning your table yourself. It should help you self discipline.
From India, Pune
Mr. Das
I feel the best solution for this problem is to involve union member and show the evidence. Ask them to monitor the work she does and rate it
in a book .(every day with timings,) Ask other employees to post comments on untidiness in her work.
once you have this type of evidence you can proceed with next course of action.
with warm Regards
kesav koundinya
From India, Hyderabad
I feel the best solution for this problem is to involve union member and show the evidence. Ask them to monitor the work she does and rate it
in a book .(every day with timings,) Ask other employees to post comments on untidiness in her work.
once you have this type of evidence you can proceed with next course of action.
with warm Regards
kesav koundinya
From India, Hyderabad
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