Hi,
As there is no official complaints by the receptionist against the workmen. You cant give any one a warning letter till you get any complaint of misbehaving. It would be better if you speak to them both and try to sought it, before it get more worse. Or else you can give a verbal warning to both of them as the receptionist is too involve in it.
Thanks
From India, Mumbai
As there is no official complaints by the receptionist against the workmen. You cant give any one a warning letter till you get any complaint of misbehaving. It would be better if you speak to them both and try to sought it, before it get more worse. Or else you can give a verbal warning to both of them as the receptionist is too involve in it.
Thanks
From India, Mumbai
Hey just chill out. As the other members have said above as long as there is no mis-behaviour or complaints you wont be able to take any action against both of them. Anyways you have already mentioned that its common there. Absolutely its so common in Wester Culture "seeing each other" which is not so common as far as Indian culture goes.
Even if you call them personally or talk to them...the message would not be conveyed in the right manner. It would only create confusion cos western people are so. For instance, remember the "Cricket controversy between Australia-India for using the word "Monkey" "...so the same goes here..unless theres any witness of mis-behaviour at workplace you cant take any action. If youspeak to them regarding this personally there are chances that things might turn against you as you know "seeing each other" is so common there and for them its not an issue.
But one thing is surely under your control "the rules and regulations"...so just re-visit the working hours policy or similar sort of polices and try to bring out some connection. Send an email to all employees that so and so are the working timimgs and no employee should stay back for any reason. Staying back unnecessarily might prove (list out the after - effects of staying back,disadvantages) lack of speed, efficiency or blah blah (but in a positive manner in whatever way u know that will suit ur workplace). And Bcc it to your management also. You can also add if anybody stays back at workplace for any other reason other than work then management has the right to question the same.
And mention that the email is or notice is a "Gentle reminder" to all of our firm's rule/regulations/policies.The message would be conveyed in a methodical way now targeting the whole organisation. If you stil dont find any progress in that issue then either you can take it to the notice of you seniors on grounds of mis-behaviour at workplace or not following the rules/ as you said it would just go on for certain period of time and it would vanish after that.Its your choice from then.
From India, Mumbai
5Even if you call them personally or talk to them...the message would not be conveyed in the right manner. It would only create confusion cos western people are so. For instance, remember the "Cricket controversy between Australia-India for using the word "Monkey" "...so the same goes here..unless theres any witness of mis-behaviour at workplace you cant take any action. If youspeak to them regarding this personally there are chances that things might turn against you as you know "seeing each other" is so common there and for them its not an issue.
But one thing is surely under your control "the rules and regulations"...so just re-visit the working hours policy or similar sort of polices and try to bring out some connection. Send an email to all employees that so and so are the working timimgs and no employee should stay back for any reason. Staying back unnecessarily might prove (list out the after - effects of staying back,disadvantages) lack of speed, efficiency or blah blah (but in a positive manner in whatever way u know that will suit ur workplace). And Bcc it to your management also. You can also add if anybody stays back at workplace for any other reason other than work then management has the right to question the same.
And mention that the email is or notice is a "Gentle reminder" to all of our firm's rule/regulations/policies.The message would be conveyed in a methodical way now targeting the whole organisation. If you stil dont find any progress in that issue then either you can take it to the notice of you seniors on grounds of mis-behaviour at workplace or not following the rules/ as you said it would just go on for certain period of time and it would vanish after that.Its your choice from then.
From India, Mumbai
hey guys, i think parthoo is worried abt time wastage, not there affair....
so partho just talk to them, its fine if they having relationship, ask them to have their talkings after work hours, Suspending him is not the solution.. just talk to both of them..
with regards,
sai..
From India, Hyderabad
so partho just talk to them, its fine if they having relationship, ask them to have their talkings after work hours, Suspending him is not the solution.. just talk to both of them..
with regards,
sai..
From India, Hyderabad
Dear, give him warning letter, if he is repeating same action so give him show cause notice if is failure to give the satisfactory answer, now u can suspend hime after that give him charge sheet, do suspension pending enquiry till the enquiry to be finished, he will be suspend and you can take the decesion later on but he required suspention allowns in the period, up 90 day 50% after the 75%.
Counseling is much better solution.. Problems could be solved just my initiating conversation.. radical decisions would bring down the morale.. :huh::huh:
From India, Coimbatore
From India, Coimbatore
· I am surprised by the Post & the Comments
· What is wrong in talking with a colleague?
· Is talking with a female colleague prohibited in your office as per your company policies, then u take action, that too suspension of the employee, it is ridiculous?
· U have mentioned that he is talking with her only after his shift is over.
· Did any time, the receptionist complained to u, that becoz of his talking, she is into trouble..
· Please Let us think BIG..
· Don’t use the word Suspension only for the Sake to be Used..
· Please understand MORALS..
· I may be right, I may be wrong, BUT I speak my MIND
From India, Coimbatore
· What is wrong in talking with a colleague?
· Is talking with a female colleague prohibited in your office as per your company policies, then u take action, that too suspension of the employee, it is ridiculous?
· U have mentioned that he is talking with her only after his shift is over.
· Did any time, the receptionist complained to u, that becoz of his talking, she is into trouble..
· Please Let us think BIG..
· Don’t use the word Suspension only for the Sake to be Used..
· Please understand MORALS..
· I may be right, I may be wrong, BUT I speak my MIND
From India, Coimbatore
Dear Mr. Partha,
The basic issue is the guy is completing his works and gossiping with the receptionist that means he is doing his job. The main issue is with the receptionist as she is wasting her / his actual working time hence the action should be on the receptionist. If this guy is disturbing her / him then they have to complain to HR / thier respective superior and that is not happening hence it is the receiptionist to be targeted.
Call the receptionist first, tell them that they are gossipping in their working time and wasting their real time, it is the responsibility of the receptionist to restrict the other workmen talking to her in the working hours. On oral discussion it fulfills then ok otherwise you have to issue a chargesheet to the receptionist and instruct security to ensure that the worker leaves the premises on time and record. If the worker won't leaves the premises then ask the security to give a complain in writing, basing on the complain issue a charge sheet on overstaying at the work sport with out ample reason.
Even after this the situation not improves call for an enquiry and take action. The first action should be on the receptionist rather than the worker, alert the security, alert the department head of the worker and ask him to communicate to the worker to leave the premises after completion of his duties. Record all these activities properly and affectively so that they will be useful at the time of enquiry. Keep some of the eye witnesses like security guards, drivers, staff and co-workers so that the case will be strong.
Thanks and regards - kameswarao
From India, Hyderabad
The basic issue is the guy is completing his works and gossiping with the receptionist that means he is doing his job. The main issue is with the receptionist as she is wasting her / his actual working time hence the action should be on the receptionist. If this guy is disturbing her / him then they have to complain to HR / thier respective superior and that is not happening hence it is the receiptionist to be targeted.
Call the receptionist first, tell them that they are gossipping in their working time and wasting their real time, it is the responsibility of the receptionist to restrict the other workmen talking to her in the working hours. On oral discussion it fulfills then ok otherwise you have to issue a chargesheet to the receptionist and instruct security to ensure that the worker leaves the premises on time and record. If the worker won't leaves the premises then ask the security to give a complain in writing, basing on the complain issue a charge sheet on overstaying at the work sport with out ample reason.
Even after this the situation not improves call for an enquiry and take action. The first action should be on the receptionist rather than the worker, alert the security, alert the department head of the worker and ask him to communicate to the worker to leave the premises after completion of his duties. Record all these activities properly and affectively so that they will be useful at the time of enquiry. Keep some of the eye witnesses like security guards, drivers, staff and co-workers so that the case will be strong.
Thanks and regards - kameswarao
From India, Hyderabad
First you s’ld warn him not to indulge in such practice in writing. If repeats the same suspend him by invoking the clause overstaying in the premises after office hours etc., Sudheer Reddy
From Ireland
From Ireland
Dear Partho,
I don't understand why is the issue been draged so long......
You just need to spek to them first, because issuing suspension letter is absolutely not recommended, later it will make you feel guilty becuase you have not taken the effort to understand or even try to unearth the rooth cause neither you have given a chance for them to speak from their end. As being HR it is prime responsibility to find out the root cause, listen from both the end and then come down to certain conclusion. At the end you need to think about the employee along with management and the reputition of the organization.......
Regards,
MS Nair
From India, Pune
I don't understand why is the issue been draged so long......
You just need to spek to them first, because issuing suspension letter is absolutely not recommended, later it will make you feel guilty becuase you have not taken the effort to understand or even try to unearth the rooth cause neither you have given a chance for them to speak from their end. As being HR it is prime responsibility to find out the root cause, listen from both the end and then come down to certain conclusion. At the end you need to think about the employee along with management and the reputition of the organization.......
Regards,
MS Nair
From India, Pune
Suspension is the culmination of verbal counselling, written counselling and warning. Thereafter it should be followed by an enquiry to establish the charges, failing which it will amount to harrassment.
The written warning should contain refereneces to specific ommisions and commissions with time, date and location of occurances aloong with names of witnesses who were present at the spot.
However, in the present case, even though the acts is undesirbale in order to maintain good order and discipline in the office does not constitute an offence warranting these actions. In case you really need to pin him down, then catch him for some lapses in perfromance of official duty, which will maintain credibility.
BEst that it is forgotten as a case of office romanace, as long as it is not effecting productivity.
Prof Hema Harsha
Bangalore
The written warning should contain refereneces to specific ommisions and commissions with time, date and location of occurances aloong with names of witnesses who were present at the spot.
However, in the present case, even though the acts is undesirbale in order to maintain good order and discipline in the office does not constitute an offence warranting these actions. In case you really need to pin him down, then catch him for some lapses in perfromance of official duty, which will maintain credibility.
BEst that it is forgotten as a case of office romanace, as long as it is not effecting productivity.
Prof Hema Harsha
Bangalore
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