Dear All,
Thank you for showing your interest.
I have learned a lot from these postings. Though my career is only 2 years, in these 2 years, I have come across many situations where I have seen the management being biased, autocratic, and ready to accept resignation only for one misconduct.
I have witnessed a situation where the management accepted a resignation because one of my associates raised his voice against them on a public forum like Facebook. I don't know if I am wrong to criticize things, but people in HR have often told me, "This is how things work here." I have had heated arguments over certain issues, but they dismiss it by saying, "We are in HR."
I have discussed with Madhu sir about the definition of workmen and executives, and he also shared his thoughts on the same.
There is no one to raise the voice of employees. They are made to work for a minimum of 12 hours a day without overtime pay and other benefits, and I feel helpless.
Unions seem to be more management-friendly, only focusing on their increments. I have learned about a case of management versus employees, where an employee was terminated just because he formed a union, and the case is still ongoing.
I underwent training at BHEL, Jhansi, and I was brought up in that culture. I witnessed good HR practices there and how they manage to make profits while ensuring total employee satisfaction.
We are not dictators; we are humans. Mistakes are a part of life, but one should be counseled first before any actions are taken.
Is it necessary to provide subsistence allowance for only 6 days?
I have many thoughts that I will discuss with all of you later.
Thank you for all the responses from my respected seniors. You all are like the Dronacharyas from whom I can learn a lot in my future career. Your guidance is always beneficial to all junior members.
Regards,
Ranjeet
From India, New Delhi
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12Thank you for showing your interest.
I have learned a lot from these postings. Though my career is only 2 years, in these 2 years, I have come across many situations where I have seen the management being biased, autocratic, and ready to accept resignation only for one misconduct.
I have witnessed a situation where the management accepted a resignation because one of my associates raised his voice against them on a public forum like Facebook. I don't know if I am wrong to criticize things, but people in HR have often told me, "This is how things work here." I have had heated arguments over certain issues, but they dismiss it by saying, "We are in HR."
I have discussed with Madhu sir about the definition of workmen and executives, and he also shared his thoughts on the same.
There is no one to raise the voice of employees. They are made to work for a minimum of 12 hours a day without overtime pay and other benefits, and I feel helpless.
Unions seem to be more management-friendly, only focusing on their increments. I have learned about a case of management versus employees, where an employee was terminated just because he formed a union, and the case is still ongoing.
I underwent training at BHEL, Jhansi, and I was brought up in that culture. I witnessed good HR practices there and how they manage to make profits while ensuring total employee satisfaction.
We are not dictators; we are humans. Mistakes are a part of life, but one should be counseled first before any actions are taken.
Is it necessary to provide subsistence allowance for only 6 days?
I have many thoughts that I will discuss with all of you later.
Thank you for all the responses from my respected seniors. You all are like the Dronacharyas from whom I can learn a lot in my future career. Your guidance is always beneficial to all junior members.
Regards,
Ranjeet
From India, New Delhi
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Dear,
Why think so negatively about your profession? It all depends on personal values, the culture in which you have been groomed, and the knowledge you possess. HR is a good profession, but you have to take steps in the right direction.
Madhu sir and Malik sir, still waiting for your replies on the whole episode.
Regards,
Ranjeet
From India, New Delhi
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Why think so negatively about your profession? It all depends on personal values, the culture in which you have been groomed, and the knowledge you possess. HR is a good profession, but you have to take steps in the right direction.
Madhu sir and Malik sir, still waiting for your replies on the whole episode.
Regards,
Ranjeet
From India, New Delhi
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Dear Ranjit,
I could not reply due to my sickness. Discipline has to be maintained at any cost, but I have gone through this complete case, and the procedure has not been adopted correctly. I will reply to your query question-wise.
From India, Delhi
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I could not reply due to my sickness. Discipline has to be maintained at any cost, but I have gone through this complete case, and the procedure has not been adopted correctly. I will reply to your query question-wise.
From India, Delhi
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Dear Malik Sir,
I hope you are doing well now. Thank you for sharing your views.
Sir, in this case, management had not conducted any inquiry. Initially, when the case came into existence, HR issued a suspension letter for 7 days. Subsequently, HR issued a charge sheet requiring an explanation within 48 hours.
Now, as per the principle of natural justice, an inquiry should be conducted before suspension. It is essential to document each and every detail. If the inquiry does not take place, can someone still be suspended?
What steps can an employee take against the entire proceedings?
Sir, if someone does not show up for 7 days, can we suspend them for this?
Regards,
Ranjeet
From India, New Delhi
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I hope you are doing well now. Thank you for sharing your views.
Sir, in this case, management had not conducted any inquiry. Initially, when the case came into existence, HR issued a suspension letter for 7 days. Subsequently, HR issued a charge sheet requiring an explanation within 48 hours.
Now, as per the principle of natural justice, an inquiry should be conducted before suspension. It is essential to document each and every detail. If the inquiry does not take place, can someone still be suspended?
What steps can an employee take against the entire proceedings?
Sir, if someone does not show up for 7 days, can we suspend them for this?
Regards,
Ranjeet
From India, New Delhi
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Dear All,
Greetings!
The recent update on the case is quite concerning.
I can't believe that we, as individuals working in the HR Department, can make such a decision.
All of them are now free. Management conducted an inquiry about the incident, and the culprits are now free; they have only been given a warning letter about the decision, along with a warning letter to the victim.
The accused, who is a permanent employee, has a good relationship with the people in Management. Our Executive Chef has supported him. All the on-the-spot written statements have been set aside, and this decision to give all of them warning letters has been made.
The victims have also been given a warning letter because Management believes that he is also a part of the whole event, stating that "a clap requires 2 hands."
Kindly review my post again and provide your input. The victim has four witnesses against the accused, while there are only written statements from the accused about the victim. An independent third party has also provided a statement in favor of the victim.
Now, my question is: in which direction are we moving? Discipline is something we must take seriously. Is this the correct step to take?
What is happening in Guragaon in the automobile industry is a serious concern related to discipline.
The morale of the entire staff is very low, and I feel helpless.
Please advise on what to do.
Regards,
Ranjeet
From India, New Delhi
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Greetings!
The recent update on the case is quite concerning.
I can't believe that we, as individuals working in the HR Department, can make such a decision.
All of them are now free. Management conducted an inquiry about the incident, and the culprits are now free; they have only been given a warning letter about the decision, along with a warning letter to the victim.
The accused, who is a permanent employee, has a good relationship with the people in Management. Our Executive Chef has supported him. All the on-the-spot written statements have been set aside, and this decision to give all of them warning letters has been made.
The victims have also been given a warning letter because Management believes that he is also a part of the whole event, stating that "a clap requires 2 hands."
Kindly review my post again and provide your input. The victim has four witnesses against the accused, while there are only written statements from the accused about the victim. An independent third party has also provided a statement in favor of the victim.
Now, my question is: in which direction are we moving? Discipline is something we must take seriously. Is this the correct step to take?
What is happening in Guragaon in the automobile industry is a serious concern related to discipline.
The morale of the entire staff is very low, and I feel helpless.
Please advise on what to do.
Regards,
Ranjeet
From India, New Delhi
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Hi Ranjeet,
Happy Diwali to you too.
The results clearly show the hand-in-glove relationship between the culprit and the management, or the management is frightened by the potential consequences if we consider what you have said about the culprit.
Throughout this whole case, my sole focus was on the victim who was beaten. I am truly surprised at your company's decision and the reputation of the firm you are associated with. One needs to question whether they are truly "reputed".
Whether permanent or contractual, "No one on this earth has been given the right to physically assault anyone." Period. The victimized staff, even if at fault, should have been encouraged to file a police complaint against the accused, and then you would have had a different story to share. The shame under which the victimized staff will have to work is humiliating to even think about.
A company's reputation is in the trash (I apologize for the harsh words) when it comes to justice and fair practices, which is what I stand for.
Regards,
ukmitra
From Saudi Arabia, Riyadh
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Happy Diwali to you too.
The results clearly show the hand-in-glove relationship between the culprit and the management, or the management is frightened by the potential consequences if we consider what you have said about the culprit.
Throughout this whole case, my sole focus was on the victim who was beaten. I am truly surprised at your company's decision and the reputation of the firm you are associated with. One needs to question whether they are truly "reputed".
Whether permanent or contractual, "No one on this earth has been given the right to physically assault anyone." Period. The victimized staff, even if at fault, should have been encouraged to file a police complaint against the accused, and then you would have had a different story to share. The shame under which the victimized staff will have to work is humiliating to even think about.
A company's reputation is in the trash (I apologize for the harsh words) when it comes to justice and fair practices, which is what I stand for.
Regards,
ukmitra
From Saudi Arabia, Riyadh
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Innovative HR Practices-.doc