Dear Ms Chitra,
Considering your actions and the guessing situations prevailing at your placement, I can suggest the management can else wise take certain options -
1. Redeploy in certain suitable shifts and timings, whereby two fold advantages can be handled - one relations with union, other saving your discipline culture from being molested by other opportune people.
2. Remember in doing so take all necessary precautionary steps so that it should not act as reference with precedence. In doing so you have to corner the union leadership leaving open to this option under caution.
3. I like to add here that the IR is taking a turn with the imminent changes or impending changes in political scenario.
4. Every trade union is to be educated of their responsibility and share the burden of competitiveness.
Best Wishes,
Prasanta Roy Choudhury
From India, Calcutta
Considering your actions and the guessing situations prevailing at your placement, I can suggest the management can else wise take certain options -
1. Redeploy in certain suitable shifts and timings, whereby two fold advantages can be handled - one relations with union, other saving your discipline culture from being molested by other opportune people.
2. Remember in doing so take all necessary precautionary steps so that it should not act as reference with precedence. In doing so you have to corner the union leadership leaving open to this option under caution.
3. I like to add here that the IR is taking a turn with the imminent changes or impending changes in political scenario.
4. Every trade union is to be educated of their responsibility and share the burden of competitiveness.
Best Wishes,
Prasanta Roy Choudhury
From India, Calcutta
I agree with all the views but the one which I like to highlight is that is ... Union members are supposed to be the roll model for the rest. Unfortunately we have got the cancerous system here (The " left " ).We will never be a welfare state as long as these infectious factors are there.
Regards
Viswanath
From India, Surat
2Regards
Viswanath
From India, Surat
Dear Chitra,
As you have said, if the reasons are genuine, then find out whether the late coming can be accommodated within the permissible limits after speaking to the management, but the rider is- the employee should make up for the hours missed out, by either working over time or extra shift as the case may be. So that others will not use lame excuse as a pretext for their misconduct.
But as an IR Person ensure that the request for the same comes from the employee and approval of the competent authority for such deviation is obtained before hand to prevent the matter being followed as a precedence by some one else.
Moreover IR Person does not contemplate on disciplinary action at the first instance. unless the situation warrants, Infact it is used as a last resort. A whip is shown to the horse not to beat it, but to show to it and create a fear in its mind so that it obeys the whip wielder.
Finally becoming Union member does not mean you are unpunishable and above board. Please refer to the clause of Protected Workmen in the Industrial Disputes Act- where it is clear that only those declared as protected workmen are not punishable for the activities carried out while discharging their legal union responsibilities. Such being the case there is no need to be afraid that the employee is a union member. All Union members/ Union officer bearers are not protected workmen. So sit back and relax, view the case more rationally than emotionally........
All the best
Premson
From India, Mangaluru
As you have said, if the reasons are genuine, then find out whether the late coming can be accommodated within the permissible limits after speaking to the management, but the rider is- the employee should make up for the hours missed out, by either working over time or extra shift as the case may be. So that others will not use lame excuse as a pretext for their misconduct.
But as an IR Person ensure that the request for the same comes from the employee and approval of the competent authority for such deviation is obtained before hand to prevent the matter being followed as a precedence by some one else.
Moreover IR Person does not contemplate on disciplinary action at the first instance. unless the situation warrants, Infact it is used as a last resort. A whip is shown to the horse not to beat it, but to show to it and create a fear in its mind so that it obeys the whip wielder.
Finally becoming Union member does not mean you are unpunishable and above board. Please refer to the clause of Protected Workmen in the Industrial Disputes Act- where it is clear that only those declared as protected workmen are not punishable for the activities carried out while discharging their legal union responsibilities. Such being the case there is no need to be afraid that the employee is a union member. All Union members/ Union officer bearers are not protected workmen. So sit back and relax, view the case more rationally than emotionally........
All the best
Premson
From India, Mangaluru
Hi there i'm not sure of your laws that govern employees, but generally speaking if an employee is continuously late it is an acceptable regardless of the problem he/she might have. yes it is a form of misconduct and needs to be made aware of the rules if he/she did not know them being a union member does not give him a right to do as he/she pleases, i would suggest that you look at company policy regarding late coming and deal with the employee accordingly.
From South Africa, Johannesburg
From South Africa, Johannesburg
Even union exetuives are not having immunity from discilinary actions for such like misconducts.go ahead with strict actions.
From India, New Delhi
From India, New Delhi
Hi all If the demands of Union are ingenuine, but the union is strong and violent... Then how should we tackle such a situation!! Regards Aman
From India, Ludhiana
From India, Ludhiana
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