Dear HR, As u said that he didn’t any lapses for last 15yrs career, then why should u take actions now ! although its too late & be practical dear its india. regards, Nitin.
From India, Vadodara
1From India, Vadodara
Hi,
The issue here is, do we analyze past that cannot be changed, or, as Peter Drcuker would have ask, what can he contribute?
The fact is that he contributed consistently for 15 years, and was recognized by the Company by giving regular increments. Sir 15 years is a very long time.
There is no point in getting wiser by hindsight.
You can go into the details of reasons for fudging the facts, take in
writing, put that on record, and replace the old records with new genuine data.
This will serve both the purpose. Document the anomaly. Sustain the productivity.
Remember Valmiki was reformed to write Ramayan.
Build on strengths.
Sanjiv Bosamia
From India, Pune
The issue here is, do we analyze past that cannot be changed, or, as Peter Drcuker would have ask, what can he contribute?
The fact is that he contributed consistently for 15 years, and was recognized by the Company by giving regular increments. Sir 15 years is a very long time.
There is no point in getting wiser by hindsight.
You can go into the details of reasons for fudging the facts, take in
writing, put that on record, and replace the old records with new genuine data.
This will serve both the purpose. Document the anomaly. Sustain the productivity.
Remember Valmiki was reformed to write Ramayan.
Build on strengths.
Sanjiv Bosamia
From India, Pune
Mr. Rao,
That employee has contributed to the company for more than 15 years, which is not a small period to any one. He is loyal to the company, in return is the company going to give him remarks after 15 years of loyal service to the company? You're saying he has a clean record in his total experience. If you are going to take any action on this employee on the said reason there is every chance of demoralization on rest of the employees, job security arises in every mind. I believe that you have not yet taken this issue to the management, if I am right let the issue closed at your level.
Legally speaking the company has every right to take action on this kind, at the same time you should also think on human grounds which legal can't accept.
Regards
Pradeep Nalluri
From India, Hyderabad
That employee has contributed to the company for more than 15 years, which is not a small period to any one. He is loyal to the company, in return is the company going to give him remarks after 15 years of loyal service to the company? You're saying he has a clean record in his total experience. If you are going to take any action on this employee on the said reason there is every chance of demoralization on rest of the employees, job security arises in every mind. I believe that you have not yet taken this issue to the management, if I am right let the issue closed at your level.
Legally speaking the company has every right to take action on this kind, at the same time you should also think on human grounds which legal can't accept.
Regards
Pradeep Nalluri
From India, Hyderabad
Hi Rao,
I too would go with Preeti but with a minor modification to the approach - the employee needs to be told clearly that he has done something unacceptable. He also needs to forego one annual increment - if his performance has been actually good consistently, the management should communicate to him that he deserved an increment or promotion but should have lost his job for misrepresenting basic facts and as a special case, the management is letting him stay, but no increment for this year. Afterall, there is no free lunch. Venkatrangan
From India, Thana
I too would go with Preeti but with a minor modification to the approach - the employee needs to be told clearly that he has done something unacceptable. He also needs to forego one annual increment - if his performance has been actually good consistently, the management should communicate to him that he deserved an increment or promotion but should have lost his job for misrepresenting basic facts and as a special case, the management is letting him stay, but no increment for this year. Afterall, there is no free lunch. Venkatrangan
From India, Thana
The Companies adopt the wrong practices to win the market share, favourism etc. (Ref RIL and RNRL Case). There is nothing wrong with the person he only catches the opportunity to make his life better. You should explore his potential (Which he displayed in last 15 years). Its your falut that you have not performed in the past. Don't remain in the past be in present.
From India, Bhopal
From India, Bhopal
true...the employee is liable for any disciplinary action.but again,he's been with the organisation for 15 long years,which proves his dedication and loyalty.considering "he did not have any lapses in conduct during 15 years service",why penalise/trouble him now for someone's carelessness 15 years ago.
i suggest you pretend you discovered nothing.
From India, Delhi
i suggest you pretend you discovered nothing.
From India, Delhi
I go by preeti’s wordings. It needs to be conveyed to the personnel but should be handled in a way that it paves way for a "win win situation"
From India, Tiruppur
From India, Tiruppur
I request hr executives - pl help me to take a decision.
One of our mines manager is resigned and asking to relieve with one month notice as per the MMR 1961 but as per the appointment order he has to work 3 months.
As per the Metaliferrous mines rules 1961, regulation 34
No manager shall vacate his office without giving due notice in writing to the owner or agent at least
30 days before the day on which he wishes to vacate his office:
The said post is statutory as per the act, so pl suggest me whether I consider appointment order or MMR 1961 to relieve the mines manager.
From India, Hyderabad
One of our mines manager is resigned and asking to relieve with one month notice as per the MMR 1961 but as per the appointment order he has to work 3 months.
As per the Metaliferrous mines rules 1961, regulation 34
No manager shall vacate his office without giving due notice in writing to the owner or agent at least
30 days before the day on which he wishes to vacate his office:
The said post is statutory as per the act, so pl suggest me whether I consider appointment order or MMR 1961 to relieve the mines manager.
From India, Hyderabad
i do not think its necessary to run the disciplinary at this stage, however how sure are you that certificate its a fake? have you done a thouroughly investigation ordo you have anything negative against this person which leads you to want to engage into a disciplinary action. Surely if i were you i will not even raise this after a fifteen year service or maybe ask yourself why was it left until this year?
From South Africa, Pretoria
From South Africa, Pretoria
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Employee Experience.doc