Dear Praveen,
Three options: Do you have a branch elsewhere than the current (in some far away distance).Transfer him.
If he is through a contractor, ask the contractor to terminate his services immediately.
If he is your employee - Terminate him as well questioning his indiscipline.
Regards,
Sas
From India, New Delhi
Three options: Do you have a branch elsewhere than the current (in some far away distance).Transfer him.
If he is through a contractor, ask the contractor to terminate his services immediately.
If he is your employee - Terminate him as well questioning his indiscipline.
Regards,
Sas
From India, New Delhi
Hello,
Don't just do things, think you are a Manager-HR.
1.Check with the Driver's influence in Management
2.Find out the reason for action not been taken against him
3.How long are you with the Organization
4.Meaning of "Act of Indiscipline"
5.What in his habits made you to think that he is out of track
Let me tell you something. If a person in a lower cadre acts indiscipline, it might be because
1.He might be an misconducted person
2.He should be close with somebody in the Top Management
3.He should have good back ground in terms of union
4.He might be negligence
Except the second point every other things are easily solvable. The second point can also be solvable if you specify little more in your answers.
Mahesh
Head-HR
From India, Bangalore
19Don't just do things, think you are a Manager-HR.
1.Check with the Driver's influence in Management
2.Find out the reason for action not been taken against him
3.How long are you with the Organization
4.Meaning of "Act of Indiscipline"
5.What in his habits made you to think that he is out of track
Let me tell you something. If a person in a lower cadre acts indiscipline, it might be because
1.He might be an misconducted person
2.He should be close with somebody in the Top Management
3.He should have good back ground in terms of union
4.He might be negligence
Except the second point every other things are easily solvable. The second point can also be solvable if you specify little more in your answers.
Mahesh
Head-HR
From India, Bangalore
Hi,
Please take your management into confident and stop him from attending duty in your institution. He need not be sacked or terminated as he is not in your roll as stated by you. Any documentary dismissal / or termination will only make him the beneficiary.
Regards
Balamurugan Sivaprakasam
Head- HR
ICIL- MM Nagar
From India, Madras
Please take your management into confident and stop him from attending duty in your institution. He need not be sacked or terminated as he is not in your roll as stated by you. Any documentary dismissal / or termination will only make him the beneficiary.
Regards
Balamurugan Sivaprakasam
Head- HR
ICIL- MM Nagar
From India, Madras
whether u have issued appointment letter or not, it is evident he has been working for th past 5 years
2. The model standing orders are applicable
3, follow the procedure laid down there that is
issue him a notice giving the details of the misconduct, wait for his reply, if no reply comes with in 15 days or if the reply is not satisfactory(which is natural) conduct a domestic enquiry.
In the maen time u can suspend him, pending enquiry. No dubt he has to be paid 50 of the wages, but it is still worth, see that the domestic enquiry is finished as quickly as possible and terminate his services
nagaraj
From India, Bangalore
2. The model standing orders are applicable
3, follow the procedure laid down there that is
issue him a notice giving the details of the misconduct, wait for his reply, if no reply comes with in 15 days or if the reply is not satisfactory(which is natural) conduct a domestic enquiry.
In the maen time u can suspend him, pending enquiry. No dubt he has to be paid 50 of the wages, but it is still worth, see that the domestic enquiry is finished as quickly as possible and terminate his services
nagaraj
From India, Bangalore
Dear Sir,
Suspend for 5 days in a week and again next week suspend for 4 days. you also send to showcause notice and asking about the clarification and give him a 72 hours for clarification, if you not received their answer than take a action and terminate from services.
Nikhil
From India, Bhopal
Suspend for 5 days in a week and again next week suspend for 4 days. you also send to showcause notice and asking about the clarification and give him a 72 hours for clarification, if you not received their answer than take a action and terminate from services.
Nikhil
From India, Bhopal
Dear Mr. Ravichandran,
Please appreciate the fact the a Show Cause Notice and a Charge Sheet are two independent and very different tools.
In case you wish to discuss the fine difference between the two, please call me on my Mobile and we can discuss the same at length.
Best Wishes,
Vasant Nair
09717726667
From India, Mumbai
Please appreciate the fact the a Show Cause Notice and a Charge Sheet are two independent and very different tools.
In case you wish to discuss the fine difference between the two, please call me on my Mobile and we can discuss the same at length.
Best Wishes,
Vasant Nair
09717726667
From India, Mumbai
1.Meet your members of the Committee/Management and appraise them.Tell them you are going to suspend him with immediate effect quoting the verbal warinings and his past misdemenors.
2.As yours is a private management, you need not waite for any enquiry and you can hold it if it is necessary even after suspension.
3.I am sure once he get his suspension order, he will come to you begging mercy as he has no records for his appointment/employment.
4.Be firm on your decision and never go back until you are sure that he will not repeat the same.
5.Better late than never! Otherwise the virus will spread across other drivers also.
6.Above all, please ensure you have the backings of the Managaement.
From India, Madras
2.As yours is a private management, you need not waite for any enquiry and you can hold it if it is necessary even after suspension.
3.I am sure once he get his suspension order, he will come to you begging mercy as he has no records for his appointment/employment.
4.Be firm on your decision and never go back until you are sure that he will not repeat the same.
5.Better late than never! Otherwise the virus will spread across other drivers also.
6.Above all, please ensure you have the backings of the Managaement.
From India, Madras
According to you he is not on your payroll so,
If he is casual or directly then tell him to discontinue from tomorrow and if you have out sourced tell that agency to change the person.
You don't have to follow the procedure of charge sheet and other things if he is on schools payroll.
But, empathetically I suggest to call him and speak him in person take in writting that he has done certain misconduct and will not repeate it. Then give him chance telling him the consequences
From India, Vadodara
If he is casual or directly then tell him to discontinue from tomorrow and if you have out sourced tell that agency to change the person.
You don't have to follow the procedure of charge sheet and other things if he is on schools payroll.
But, empathetically I suggest to call him and speak him in person take in writting that he has done certain misconduct and will not repeate it. Then give him chance telling him the consequences
From India, Vadodara
He is an employee not a FATHER.............................give him a big kick and terminate him as soon as possible. by Naeem
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
Dear, As I think this is a very serious matter, the enviornment of workstation too will spoil due to this kind of indiscipline. Here you are advised that please prepare some document with the help of evidence strong evidence and suspendhim with warning letter for three days and create strong document against him. After one suspension take him back with excuse letter, as you are an HR person you can understand suspension is also a motivatiobnal practices in some cases may be he return with good candidature and the suspension & warning is motivation for others too, if proble persist again then similarly issue three warning letters. if still he is behaving like previous then terminate him with his full & final settlement and proper notice period and have all record with his file for further assistance
Chandra
From India, Gurgaon
Chandra
From India, Gurgaon
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.
Top 10 problems with most Sales people.zip
Home Remedies For Memory Problems.pdf