Hi,
Recording such footage will leads to some other issues against your company. A thorough inquiry must take place. Is there any bolt is there are not inside. What is their plea? Just footage will not help to act. However, without inquiry no decision can be take.
From India, Guwahati
13Recording such footage will leads to some other issues against your company. A thorough inquiry must take place. Is there any bolt is there are not inside. What is their plea? Just footage will not help to act. However, without inquiry no decision can be take.
From India, Guwahati
is there is sexual harrasment prevention committe was set up in your organization, if there is then handover the matter to them for furthur investigation & disciplinary action.
Thanks & Regards
From,
Sumit kumar saxena
From India, Ghaziabad
Thanks & Regards
From,
Sumit kumar saxena
From India, Ghaziabad
Dear All,
Thanks for all your views and comments:
Well to clarify certain questions/clarity what our members may have/want:
1. The industry is into FMCG sector.
2. There are separate change rooms for men and women.
3. Surveillance is placed outside the change room and not inside.
Anyways thanks for the post guys. we had conducted an enquiry procedure and still its on for final decision.
Thanks for all your post.It was highly informative.
From India, Madras
Thanks for all your views and comments:
Well to clarify certain questions/clarity what our members may have/want:
1. The industry is into FMCG sector.
2. There are separate change rooms for men and women.
3. Surveillance is placed outside the change room and not inside.
Anyways thanks for the post guys. we had conducted an enquiry procedure and still its on for final decision.
Thanks for all your post.It was highly informative.
From India, Madras
Hi Micheal,
First of all you need to discuss with the employees (with all the evidence), no matter how they are performing, because performance is not the parameter for playing policies
If they are guilty, you can terminate them with the immediate effect (in consultation with your and there seniors), so that other employees could not take it for granted.
Rgds,
Ram Chauhan
Hr - mngr
From India, Perungudi
First of all you need to discuss with the employees (with all the evidence), no matter how they are performing, because performance is not the parameter for playing policies
If they are guilty, you can terminate them with the immediate effect (in consultation with your and there seniors), so that other employees could not take it for granted.
Rgds,
Ram Chauhan
Hr - mngr
From India, Perungudi
Dear All
Nothing doing I have gone through all the long mails , we all are trying create our own script . Call both of them and tell them to resign if they dont --- confirm them the same will be display across the Organization . Please display if required , this will give a clear message and will take care of the Present situation -- They will resign at any cost . For Future --- those who are planning / intrested to use the changing room togather shall not even try to think of it .
Regards
Atul
Nothing doing I have gone through all the long mails , we all are trying create our own script . Call both of them and tell them to resign if they dont --- confirm them the same will be display across the Organization . Please display if required , this will give a clear message and will take care of the Present situation -- They will resign at any cost . For Future --- those who are planning / intrested to use the changing room togather shall not even try to think of it .
Regards
Atul
I am totally agree with deepak, because deepak gave a sound solution for the same. Regards, arpit sharma
From India, New Delhi
From India, New Delhi
Dear Michael,
Wish that you people are on right track. But I'm curious to know the facts & circumstances of this incident. Would be thankful, if possible would you mind sharing the facts for our knowledge & experience, as and when feasible, pl.try to update by continuing the post. I'm equally curious that no innocent should be punished as a result of mistaken & misrepresented circumstances & evidences notwithstanding. Pl.try to abide by truth and truth alone should triumph.
Regards,
From India, Bangalore
Wish that you people are on right track. But I'm curious to know the facts & circumstances of this incident. Would be thankful, if possible would you mind sharing the facts for our knowledge & experience, as and when feasible, pl.try to update by continuing the post. I'm equally curious that no innocent should be punished as a result of mistaken & misrepresented circumstances & evidences notwithstanding. Pl.try to abide by truth and truth alone should triumph.
Regards,
From India, Bangalore
Hi Michael George
Members in the forum had rightly advised you... you should advice management to hold a internal inquiry on the employees and thereafter if found involved in nondisciplinary activities, they should be served termination notice mentioning the reason and conclusions of the inquiry committee.
From India, Pune
Members in the forum had rightly advised you... you should advice management to hold a internal inquiry on the employees and thereafter if found involved in nondisciplinary activities, they should be served termination notice mentioning the reason and conclusions of the inquiry committee.
From India, Pune
Hey Michael George
It\'s so very important issue, I\'m hearing this more often and I completely agree with you that it should not be ignored,
You\'know, we just started a scientific survey about this issue and the over HR Planing, you can take a part in over the link from my signature
Anyway, Good Luck.
From Egypt, Alexandria
It\'s so very important issue, I\'m hearing this more often and I completely agree with you that it should not be ignored,
You\'know, we just started a scientific survey about this issue and the over HR Planing, you can take a part in over the link from my signature
Anyway, Good Luck.
From Egypt, Alexandria
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