what ever you can do, you should have back paper. initially call the driver and advise, if it not satisfied duo answer you should take necesarry action against him based on the earlier misbehaviour.
you should get complaint from your officials for misbehaviour of the driver, based on the complaint, give a showcause notice to the driver. Afterthat buildup the complaints from your officials against the driver, finally through him out.
in the meanwhile call other drivers and inform the status of duo, so they will alert.
regards
thiru
From India, Madras
7you should get complaint from your officials for misbehaviour of the driver, based on the complaint, give a showcause notice to the driver. Afterthat buildup the complaints from your officials against the driver, finally through him out.
in the meanwhile call other drivers and inform the status of duo, so they will alert.
regards
thiru
From India, Madras
Dear Nikhil & Naeem,
Please do not make such cursory statements. After all we are all HR practitioners and are seeking serious solutions to serious HR issues.
Solutions suggested by you can have very serious repurcussions.
Please take care.
Thank You,
Vasant Nair
From India, Mumbai
Please do not make such cursory statements. After all we are all HR practitioners and are seeking serious solutions to serious HR issues.
Solutions suggested by you can have very serious repurcussions.
Please take care.
Thank You,
Vasant Nair
From India, Mumbai
Dear Mr Praveen,
You have not mentioned what are the acts of misconduct he had committed earlier?
And now you say that his indiscipline has reached maximum !
True, Every act indiscipline has to be handled as per the provisions made in the law.
Had you called him and talked to him about any of the acts of misconduct ?
Did you give any chance for him to air his grievances ? Had you given any advice to him to improve his conduct ? You have not seen the misconduct from his point of view.
People dealing with HR may know counselling and also industrial relations. If couselling does not work and he continues to commit misconduct, issue charge sheet, conduct doesmtic enquiry and if could prove charges, take an approrpriate decision for punishment.
If you dismiss him without enquiry or without having the ground for imposing the penalty of dismissal, he has every right to go the Labour Department for conciliation, and if conciliation fails, the matter will be referred to Labour Court and Labour Court has the powers to give directions to you for (1) Reinstatement of the dismissed workman (2) with back wages and (3) Continuity in service. He will definitely get reinstatement order because you have never given him any charge sheet so far or taken any action for misconduct during his service period. Think and decide.
From India, Madras
You have not mentioned what are the acts of misconduct he had committed earlier?
And now you say that his indiscipline has reached maximum !
True, Every act indiscipline has to be handled as per the provisions made in the law.
Had you called him and talked to him about any of the acts of misconduct ?
Did you give any chance for him to air his grievances ? Had you given any advice to him to improve his conduct ? You have not seen the misconduct from his point of view.
People dealing with HR may know counselling and also industrial relations. If couselling does not work and he continues to commit misconduct, issue charge sheet, conduct doesmtic enquiry and if could prove charges, take an approrpriate decision for punishment.
If you dismiss him without enquiry or without having the ground for imposing the penalty of dismissal, he has every right to go the Labour Department for conciliation, and if conciliation fails, the matter will be referred to Labour Court and Labour Court has the powers to give directions to you for (1) Reinstatement of the dismissed workman (2) with back wages and (3) Continuity in service. He will definitely get reinstatement order because you have never given him any charge sheet so far or taken any action for misconduct during his service period. Think and decide.
From India, Madras
Hi,
May be late than never. I am replying after so many solutions have been received.
Please understand that a bus driver in a school is not like any other driver in an industry or transport business. A school /education institution is not an industry. The driver of a school bus not only drives the bus but has the additional responsibility of taking care of children, dropping them at the correct points at the right time, wait for the guardian to pick the child, in case of a new person coming to collect the child , he shall if in doubt take back the child to school for sakes of safety. He should drive moderately and ensure the safety of the children inside always. He can never be rash nor use bad words against others on the road. He has a obligation for the safety of the children.
This kind of a role is not given to an ordinary person.
Neither can a person who undertakes this role be an employee without the right temperament or attitude for this work. His character, habits and antecedents verification is a must before taking him on.
So if a driver is acting badly, we should ensure safety of the children by trying to find out the disgruntlement and counsel against the bad behaviour - as a first step.
In the mean time paralelly you can start collecting written reports /complaints of his bad behaviour, build a case and issue him a charge sheet, conduct an enquiry and terminate his services.
What ever action you take please follow the provisions of law. If no law is there then please take care to ensure safety to children. But then when you take action you should be fast and firm and ensure that the case is tight.
From India, Bangalore
May be late than never. I am replying after so many solutions have been received.
Please understand that a bus driver in a school is not like any other driver in an industry or transport business. A school /education institution is not an industry. The driver of a school bus not only drives the bus but has the additional responsibility of taking care of children, dropping them at the correct points at the right time, wait for the guardian to pick the child, in case of a new person coming to collect the child , he shall if in doubt take back the child to school for sakes of safety. He should drive moderately and ensure the safety of the children inside always. He can never be rash nor use bad words against others on the road. He has a obligation for the safety of the children.
This kind of a role is not given to an ordinary person.
Neither can a person who undertakes this role be an employee without the right temperament or attitude for this work. His character, habits and antecedents verification is a must before taking him on.
So if a driver is acting badly, we should ensure safety of the children by trying to find out the disgruntlement and counsel against the bad behaviour - as a first step.
In the mean time paralelly you can start collecting written reports /complaints of his bad behaviour, build a case and issue him a charge sheet, conduct an enquiry and terminate his services.
What ever action you take please follow the provisions of law. If no law is there then please take care to ensure safety to children. But then when you take action you should be fast and firm and ensure that the case is tight.
From India, Bangalore
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