Dear Murdhar
Greetings,
You are right in one way, but it amounts to organisation exploiting the situational weakness of employee
Specially when they are demoting him with 50% lower wages I don.t call this as "organization is humane":
By this organisation's attitude in treating experienced employees is not good.
It is better he gets transferred (with out reducing wages, but not paying bonuses, Ex-Gratia, incentives etc)
to a some other dept where his dependency is not there.
Give his immediate subordinate "Acting allowance" for his position for 3 months.
Organisations should be "Magnanimous" in setting example of their Employee relations
Give him, a chance, say three months to show improvement,
If he doesn't improve, terminate him ( let him give this in writing)
if he improves, reinstate him. Why loose a 10 years trained employee?
Reducing wages and demotion amounts to "Humiliation"
New employee from market 10- years experience would not come in same wage structure.
Regards
S N Rao
From India, Bangalore
18Greetings,
You are right in one way, but it amounts to organisation exploiting the situational weakness of employee
Specially when they are demoting him with 50% lower wages I don.t call this as "organization is humane":
By this organisation's attitude in treating experienced employees is not good.
It is better he gets transferred (with out reducing wages, but not paying bonuses, Ex-Gratia, incentives etc)
to a some other dept where his dependency is not there.
Give his immediate subordinate "Acting allowance" for his position for 3 months.
Organisations should be "Magnanimous" in setting example of their Employee relations
Give him, a chance, say three months to show improvement,
If he doesn't improve, terminate him ( let him give this in writing)
if he improves, reinstate him. Why loose a 10 years trained employee?
Reducing wages and demotion amounts to "Humiliation"
New employee from market 10- years experience would not come in same wage structure.
Regards
S N Rao
From India, Bangalore
Boss,
What you say is idealistic.... and not in this situation, where the company itself has not taken consideration of his years of service to the organization. In this situation what you say can it be practical..?
I once again say that having done this long, it is better the concerned employee seek greener pasture elsewhere, otherwise his career and work life will become miserable....
Best regards....
From India, Mumbai
What you say is idealistic.... and not in this situation, where the company itself has not taken consideration of his years of service to the organization. In this situation what you say can it be practical..?
I once again say that having done this long, it is better the concerned employee seek greener pasture elsewhere, otherwise his career and work life will become miserable....
Best regards....
From India, Mumbai
Dear Murdhar
I have exactly said what you said but in different manner.
In short the organisation gives him three months time to get out
without loosing its image in front of employees
The organisation will be called as Magnanimous
and at the same time it removes the person in a diplomatic way
Make him leave the company by himself.
If he improves well and good
Such things are practical since I have handled such situation
regards
S N Rao
From India, Bangalore
I have exactly said what you said but in different manner.
In short the organisation gives him three months time to get out
without loosing its image in front of employees
The organisation will be called as Magnanimous
and at the same time it removes the person in a diplomatic way
Make him leave the company by himself.
If he improves well and good
Such things are practical since I have handled such situation
regards
S N Rao
From India, Bangalore
Dear MrAtom Leaf,
I would reckon that the Management considers a third option. Give Three months notice pay and relieve him from the responsibilities (dispense with him). This will give him time to search for a new job and will also serve as a lesson to him for availing unathorised leave in his future employment. This suggestion is because he has served the company for 10 years.
I am sure that the so called attitude of the employee (in the eyes of management) will not happen overnight and Management ought to have sensed it atleast a few years back.Sometimes Management lacks the will to act sternly in the first instance and allows it to snowball until it becomes unmanageable.The other reason could be the Management did not act to find a replacement for this candidate and hence was dragging its feet and was bearing with the so called attitude over the few years. They ought to have given forewarning to the employee by counselling him and not act in a haste.But now the relationship is strained and the best way is to do the exit process painlessly but not mercilessly.
When doctors want to save the body from gangrene they amputate some parts of the body already affected by gangrene. But the amputation is done painlessly. Likewise organisations need to have the exit process smooth without much hassles.
In the event other employees come to know of the exit they will be convinced that the management has been considerate enough to give 3 months notice pay but at the same time will not tolerate indiscipline.
M.V.KANNAN
From India, Madras
I would reckon that the Management considers a third option. Give Three months notice pay and relieve him from the responsibilities (dispense with him). This will give him time to search for a new job and will also serve as a lesson to him for availing unathorised leave in his future employment. This suggestion is because he has served the company for 10 years.
I am sure that the so called attitude of the employee (in the eyes of management) will not happen overnight and Management ought to have sensed it atleast a few years back.Sometimes Management lacks the will to act sternly in the first instance and allows it to snowball until it becomes unmanageable.The other reason could be the Management did not act to find a replacement for this candidate and hence was dragging its feet and was bearing with the so called attitude over the few years. They ought to have given forewarning to the employee by counselling him and not act in a haste.But now the relationship is strained and the best way is to do the exit process painlessly but not mercilessly.
When doctors want to save the body from gangrene they amputate some parts of the body already affected by gangrene. But the amputation is done painlessly. Likewise organisations need to have the exit process smooth without much hassles.
In the event other employees come to know of the exit they will be convinced that the management has been considerate enough to give 3 months notice pay but at the same time will not tolerate indiscipline.
M.V.KANNAN
From India, Madras
Hi All,
Great comments. Thank you very much for your posts
The employee quit the company.
I would like pour in my comments:-
> Issue is with both employee & employer (50:50)
> Employee didn't even bother to intimate on extension of leaves from time to time to his supervisor due to emergency situations (personal & family health issues), so he paid the price but it really came on him very big.
> Why didn't the employer alert the employee on periodical basis (say after a month or 3 months)
> Company should have realized its problem on harsh decision but finally who became the scapegoat ?
There is always different opinions to any topic.
Thanks
Atomleaf
From India, Madras
Great comments. Thank you very much for your posts
The employee quit the company.
I would like pour in my comments:-
> Issue is with both employee & employer (50:50)
> Employee didn't even bother to intimate on extension of leaves from time to time to his supervisor due to emergency situations (personal & family health issues), so he paid the price but it really came on him very big.
> Why didn't the employer alert the employee on periodical basis (say after a month or 3 months)
> Company should have realized its problem on harsh decision but finally who became the scapegoat ?
There is always different opinions to any topic.
Thanks
Atomleaf
From India, Madras
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Employee reference policy.doc