I would say, such a warning; "you are spending 3-4 hours on a daily basis for your personal work" is not only ridiculous; it also signifies the inability and inefficiency of the company in terms of their supervision and ability to take work from employees.
Such a poorly drafted (vague) warning letter, signed by a GM-HR, would only signify the quality of Management and the reason "of spending 3-4 hours on a daily basis" on personal work.
One should be careful in drafting such letters. There should not be ANY BIAS.
The statement "3-4 hours on a daily basis" is vague and prejudicial. An employee in a court can easily point out that these charges are IMAGINARY and cannot be substantiated. Only a foolish management will accept this in court and be a laughing stock that their employees are working only FOR HALF THE TIME ON A DAILY BASIS. One would wonder what their Managers are doing then?
Rather than such VAGUE and WILD ACCUSATIONS, one should be SPECIFIC.
For example, "It has been reported that on --/--/----- you indulged in your personal work for 3 to 4 hours and thus neglected your official duties. This behavior has also been observed on certain earlier occasions too."
Saying that a person is doing personal work for 3-4 hours on a daily basis also questions the ability and involvement of his superior/reporting officers. How did they allow this on a daily basis??
Warm regards.
From India, Delhi
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1446Such a poorly drafted (vague) warning letter, signed by a GM-HR, would only signify the quality of Management and the reason "of spending 3-4 hours on a daily basis" on personal work.
One should be careful in drafting such letters. There should not be ANY BIAS.
The statement "3-4 hours on a daily basis" is vague and prejudicial. An employee in a court can easily point out that these charges are IMAGINARY and cannot be substantiated. Only a foolish management will accept this in court and be a laughing stock that their employees are working only FOR HALF THE TIME ON A DAILY BASIS. One would wonder what their Managers are doing then?
Rather than such VAGUE and WILD ACCUSATIONS, one should be SPECIFIC.
For example, "It has been reported that on --/--/----- you indulged in your personal work for 3 to 4 hours and thus neglected your official duties. This behavior has also been observed on certain earlier occasions too."
Saying that a person is doing personal work for 3-4 hours on a daily basis also questions the ability and involvement of his superior/reporting officers. How did they allow this on a daily basis??
Warm regards.
From India, Delhi
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Dear Raj Kumar,
You do not know the context of the complaint except as provided in the email seeking advice that 3-4 hours were being spent on personal work. Please refrain from using the word "RIDICULOUS." I am concerned about your professional competence.
Courts will only take cognizance when punishments are awarded, and punishment is awarded following a detailed inquiry. Such an inquiry will illuminate all related circumstances and facts (e.g., when the 3-4 hours were spent, the nature of the personal work, who was involved, who witnessed it, and why no action was taken by his supervisor, etc.).
This draft, I REPEAT, aims to bring the concerned employee in line with a note of caution. DO NOT CONCLUDE WITHOUT EXAMINING FACTS & FIGURES. I am disappointed with your shortsighted approach. Please adopt a more professional stance.
Haragopal
From India, Hyderabad
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You do not know the context of the complaint except as provided in the email seeking advice that 3-4 hours were being spent on personal work. Please refrain from using the word "RIDICULOUS." I am concerned about your professional competence.
Courts will only take cognizance when punishments are awarded, and punishment is awarded following a detailed inquiry. Such an inquiry will illuminate all related circumstances and facts (e.g., when the 3-4 hours were spent, the nature of the personal work, who was involved, who witnessed it, and why no action was taken by his supervisor, etc.).
This draft, I REPEAT, aims to bring the concerned employee in line with a note of caution. DO NOT CONCLUDE WITHOUT EXAMINING FACTS & FIGURES. I am disappointed with your shortsighted approach. Please adopt a more professional stance.
Haragopal
From India, Hyderabad
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Rajkumar,
It is not prejudice. An employee can give his reply denying the charge mentioned in the letter, and that will call for ordering a detailed enquiry wherein all related facts will come out. I think you are getting prejudiced.
Haragopal
From India, Hyderabad
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It is not prejudice. An employee can give his reply denying the charge mentioned in the letter, and that will call for ordering a detailed enquiry wherein all related facts will come out. I think you are getting prejudiced.
Haragopal
From India, Hyderabad
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Dear Hargopal,
Thanks for your response!
It is true, and I agree with you that on most occasions, the full facts and information of the case are not presented by the member. However, one should take care of the extent of what is available. In doing so, we cannot make or suggest certain mistakes that make the proposed action "INFRUCTUOUS," ineffective, bad-in-law, or unprofessional.
Also, kindly note that if a matter goes to court, everything is examined "AB INITIO - from the beginning."
The disciplinary action that you are referring to would amount to have been started with the WARNING LETTER - hence it will also be put UNDER SCRUTINY.
Please be assured that my intention is not to put down any HR manager but to make the HR action UNIMPEACHABLE - blameless, and to exhort and urge all HR managers to become more adept and professional in our chosen profession. That is my endeavor and fervent wish.
Warm regards.
From India, Delhi
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Thanks for your response!
It is true, and I agree with you that on most occasions, the full facts and information of the case are not presented by the member. However, one should take care of the extent of what is available. In doing so, we cannot make or suggest certain mistakes that make the proposed action "INFRUCTUOUS," ineffective, bad-in-law, or unprofessional.
Also, kindly note that if a matter goes to court, everything is examined "AB INITIO - from the beginning."
The disciplinary action that you are referring to would amount to have been started with the WARNING LETTER - hence it will also be put UNDER SCRUTINY.
Please be assured that my intention is not to put down any HR manager but to make the HR action UNIMPEACHABLE - blameless, and to exhort and urge all HR managers to become more adept and professional in our chosen profession. That is my endeavor and fervent wish.
Warm regards.
From India, Delhi
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My dear friend,
First, understand that a warning letter is only a measure to discipline an employee and not a way of punishment. If you are an HR professional, first learn to be positive before taking punitive action. If the employee corrects himself after a warning, it is a significant achievement for the company. It is not unfruitful, ineffective, illegal, or unprofessional.
If the court takes cognizance of any unlawful act taken against the employee, it then calls for records of indiscipline, and here the concerned supervisor must have a record of all facts. Furthermore, courts will intervene if the inquiry procedure is violated and when the employee was not provided the opportunity to defend himself/herself.
You seem to be overactive and negative in dealing with employees. I am a professional with more than two decades of experience and have dealt with hundreds of such cases. In some instances when they went to court, the respective courts upheld the initiatives taken by management.
I believe it is enough to comment on this matter. If you can appreciate it, please do so. Otherwise, I will not be bothered by it and will put a full stop to it.
Haragopal
From India, Hyderabad
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First, understand that a warning letter is only a measure to discipline an employee and not a way of punishment. If you are an HR professional, first learn to be positive before taking punitive action. If the employee corrects himself after a warning, it is a significant achievement for the company. It is not unfruitful, ineffective, illegal, or unprofessional.
If the court takes cognizance of any unlawful act taken against the employee, it then calls for records of indiscipline, and here the concerned supervisor must have a record of all facts. Furthermore, courts will intervene if the inquiry procedure is violated and when the employee was not provided the opportunity to defend himself/herself.
You seem to be overactive and negative in dealing with employees. I am a professional with more than two decades of experience and have dealt with hundreds of such cases. In some instances when they went to court, the respective courts upheld the initiatives taken by management.
I believe it is enough to comment on this matter. If you can appreciate it, please do so. Otherwise, I will not be bothered by it and will put a full stop to it.
Haragopal
From India, Hyderabad
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Dear Haragopal,
I agree with you wholeheartedly and appreciate your feelings. A warning letter that helps an employee to correct themselves is a good warning letter. We should be helpful to the employees, and as HR professionals, it is our bounden moral duty to do so.
Warm regards,
P.S. Kindly avoid any extraneous remarks not connected with the issue under discussion, as it undermines one's stature and impression.
From India, Delhi
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I agree with you wholeheartedly and appreciate your feelings. A warning letter that helps an employee to correct themselves is a good warning letter. We should be helpful to the employees, and as HR professionals, it is our bounden moral duty to do so.
Warm regards,
P.S. Kindly avoid any extraneous remarks not connected with the issue under discussion, as it undermines one's stature and impression.
From India, Delhi
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Dear Sir/Madam,
I am Chandra. I recently joined as an HR professional in the automobile car segment industry in Bangalore. Could you please help me understand what records are required to maintain?
Please send me the information at your earliest convenience.
Thank you in advance.
Regards,
Chandra
From India, Hyderabad
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I am Chandra. I recently joined as an HR professional in the automobile car segment industry in Bangalore. Could you please help me understand what records are required to maintain?
Please send me the information at your earliest convenience.
Thank you in advance.
Regards,
Chandra
From India, Hyderabad
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