One of the important facts that I can gather from your mail is that this individual is sharing or passing on company information to externals. This is a breach of confidentiality, and a serious offence and the individual can be dismissed for it.
However I would not suggest for you and I to be moral pundits here and comment on her relationships. That is a personal matter for the individual, as long as its not affecting their performance, which I understand is not. Yes it maybe generating alot of office politics, but it comes back to the maturity and professionalism of the employees (including Managers & Team Leaders)
Regards
Prachi
From Australia, Melbourne
However I would not suggest for you and I to be moral pundits here and comment on her relationships. That is a personal matter for the individual, as long as its not affecting their performance, which I understand is not. Yes it maybe generating alot of office politics, but it comes back to the maturity and professionalism of the employees (including Managers & Team Leaders)
Regards
Prachi
From Australia, Melbourne
hi,
If you are thinking that she is taking advantage of being a woman and you are finding it difficult to reveal things about her to your superiors. Then do one thing call for submission of documents related to qualification, experience, certificate from previous employer, etc from all the employees who has joined the organisation within past six months for the purpose of scrutiny and performance appraisal.
Don't let her an impression that you are acting against her. Don't point her alone in any matter and try to include her in such activities in which she seems to be lacking somewhere, according to which you can prepare a report which may reveal some negative aspects of her performance.
Always intimate your immediate boss before starting such group activity so he cannot allege you for any of your conduct.
Think about this and take the step.
All the Best
Abhimanyu Soni
LL.b, MBA (HR)
If you are thinking that she is taking advantage of being a woman and you are finding it difficult to reveal things about her to your superiors. Then do one thing call for submission of documents related to qualification, experience, certificate from previous employer, etc from all the employees who has joined the organisation within past six months for the purpose of scrutiny and performance appraisal.
Don't let her an impression that you are acting against her. Don't point her alone in any matter and try to include her in such activities in which she seems to be lacking somewhere, according to which you can prepare a report which may reveal some negative aspects of her performance.
Always intimate your immediate boss before starting such group activity so he cannot allege you for any of your conduct.
Think about this and take the step.
All the Best
Abhimanyu Soni
LL.b, MBA (HR)
Dear Vengatesan,
Thanks for your suggestions. I am not worried to fill the position but worried for legal problems she may CREATE.She is just a cleaver one and we are now ready to terminate her training.
Please send me the draft of the termination letter I will be thankful to you.
Thanks & Regards
Dev
From India, Gurgaon
2Thanks for your suggestions. I am not worried to fill the position but worried for legal problems she may CREATE.She is just a cleaver one and we are now ready to terminate her training.
Please send me the draft of the termination letter I will be thankful to you.
Thanks & Regards
Dev
From India, Gurgaon
Hi Dev,
I believe you have gone deep in to this. If you find supesious on a trainee next thing you have do is to chart ways to move from the system. I had similar kind of problem during my previous stint. I just fired all the people involved in this but not for this reason. You have to be careful in handling such challenges as it takes a toll on organisations culture and reputation.
You can ask her to produce the certificates if your company policy demands the certificates. If not then your Sr. Managers will come for her help that will be for sure. Now immediately draft a confidentiality agreement which will help you sort many problems explain your management that there is a need for this as few of the confidential information is spread out.
Dont blame her for that immediately take some time and find how do the Sr. Managers reach to this and then expose the issue.
Mail me if you need more help.
regards
Vijayakumar
From India, Coimbatore
I believe you have gone deep in to this. If you find supesious on a trainee next thing you have do is to chart ways to move from the system. I had similar kind of problem during my previous stint. I just fired all the people involved in this but not for this reason. You have to be careful in handling such challenges as it takes a toll on organisations culture and reputation.
You can ask her to produce the certificates if your company policy demands the certificates. If not then your Sr. Managers will come for her help that will be for sure. Now immediately draft a confidentiality agreement which will help you sort many problems explain your management that there is a need for this as few of the confidential information is spread out.
Dont blame her for that immediately take some time and find how do the Sr. Managers reach to this and then expose the issue.
Mail me if you need more help.
regards
Vijayakumar
From India, Coimbatore
Dev,
Dont take it in other sense.What i feel is the female employee has taken lot of advantage from the negligency of the management in implementing the policies.Let me explain you...........but only when i come to know about the entire picture of what really happend ,if u can email me in detail i can really suggest you with an idea.
email to
Vijay - HR
From India, Hyderabad
Dont take it in other sense.What i feel is the female employee has taken lot of advantage from the negligency of the management in implementing the policies.Let me explain you...........but only when i come to know about the entire picture of what really happend ,if u can email me in detail i can really suggest you with an idea.
email to
Vijay - HR
From India, Hyderabad
Dear Dev,
First she has not submitted her academic certificates, second she shares the information with outsiders which is a violation of the Data security code.
Third if she is on probation evaluate her and warn her that she is not doing the right thing.
If she continues Give her a written warning letter and terminate her on the basis of indiscipline and Data violation.
Regards
Harish
From India, Pune
First she has not submitted her academic certificates, second she shares the information with outsiders which is a violation of the Data security code.
Third if she is on probation evaluate her and warn her that she is not doing the right thing.
If she continues Give her a written warning letter and terminate her on the basis of indiscipline and Data violation.
Regards
Harish
From India, Pune
information sharing is difficult to prove as they are many instances wherein it happens currently in the company eg a company manager using home PC for office work and vice versa.
an exec giving daily report on the phone in a public place.
some managers may have removable media on their PCs..
This point can only be pursued in the long run by framing information security policy, procedures etc (takes least 9months for implementation).
even backround checks/ CCTVs etc figure amongst one of 127 controls in ISO27001
Background checks should ideally trace the entire journey of an individual right from nativity. otherwise how can you ensure that one of your managers may not have been booked for even a petty civil offence in any of districts across India.
am CIISA (ISO27001) so feel free to ask for professional advice whenever needed.
suryavrat
From India, Delhi
an exec giving daily report on the phone in a public place.
some managers may have removable media on their PCs..
This point can only be pursued in the long run by framing information security policy, procedures etc (takes least 9months for implementation).
even backround checks/ CCTVs etc figure amongst one of 127 controls in ISO27001
Background checks should ideally trace the entire journey of an individual right from nativity. otherwise how can you ensure that one of your managers may not have been booked for even a petty civil offence in any of districts across India.
am CIISA (ISO27001) so feel free to ask for professional advice whenever needed.
suryavrat
From India, Delhi
Hi Dev,
I think I am late to comment on this topic, but still after reading through the situation and also the views given by others, i just wanted to give my opinion too.
Find out few things before you take any action:
1. Have you given her any confirmation of employment?
2. How Managers are interacting with her? Is it that they are doing time pass or something else?
3. List down the names of those whom she has taken in her confidence.
4. Find out whether her Manager is supporting HRD or not? Is he really a Manager?
5. If he is, then do the performance evaluation for her and make sure that the report points out all her negatives in terms of work.
6. If she is doing gossip with others, then why HRD is not warning those who used to sit with her and chat and do gossip?
7. Make sure that HRD is warning those also who are doing gossip and chat along with her.
8. Dont let her to brain wash others .
if everything is negative, just say thank you to her and show her the door. How much so ever employee is important to organization, you cant tolerate such nuisance.
UNDER PERFORMANCE CAN BE ACCEPTED, NOT POOR ATTITUDE.
Regards,
P Umesh.
From India, Bangalore
I think I am late to comment on this topic, but still after reading through the situation and also the views given by others, i just wanted to give my opinion too.
Find out few things before you take any action:
1. Have you given her any confirmation of employment?
2. How Managers are interacting with her? Is it that they are doing time pass or something else?
3. List down the names of those whom she has taken in her confidence.
4. Find out whether her Manager is supporting HRD or not? Is he really a Manager?
5. If he is, then do the performance evaluation for her and make sure that the report points out all her negatives in terms of work.
6. If she is doing gossip with others, then why HRD is not warning those who used to sit with her and chat and do gossip?
7. Make sure that HRD is warning those also who are doing gossip and chat along with her.
8. Dont let her to brain wash others .
if everything is negative, just say thank you to her and show her the door. How much so ever employee is important to organization, you cant tolerate such nuisance.
UNDER PERFORMANCE CAN BE ACCEPTED, NOT POOR ATTITUDE.
Regards,
P Umesh.
From India, Bangalore
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