Hi
I Suggest if an employee has committed the offence, the chargesheet if to be filed,Inquiry is to be set up,Management should asign the Investigating Officer to enquire into the issues and submit report,while the employee be given opportunity to plead himself.Once the charge ie established,accordingly the punishment/penalty etc will be awarded then and there.
Thanks
Bijay
From India, Vadodara
366I Suggest if an employee has committed the offence, the chargesheet if to be filed,Inquiry is to be set up,Management should asign the Investigating Officer to enquire into the issues and submit report,while the employee be given opportunity to plead himself.Once the charge ie established,accordingly the punishment/penalty etc will be awarded then and there.
Thanks
Bijay
From India, Vadodara
Dear sir, There are some options to bring to his knowledge. 1. Put into Notice Board 2. Post by RPAD 3. Publish the Notice in Dailies With regards v.subbarao
From India, Madras
From India, Madras
As long there is a record or evidence showing that in your part you have done all to inform him of his termination.
You can also courier the letter and someone must sign to receive. i strongly suggest.
Email
Registered Post
Courier
This would be good enough. I guess even lawyers do the same. Do not complicate the situations
From Singapore, Singapore
You can also courier the letter and someone must sign to receive. i strongly suggest.
Registered Post
Courier
This would be good enough. I guess even lawyers do the same. Do not complicate the situations
From Singapore, Singapore
I agree with subarao, you can publish in the paper to inform that he is no longer working for the company and he is not authorized to deal with anyone. But by doing this, you can inform, if his name appear in the paper, he is going to have a hard time getting a job. So get him to compromise and get him signed if that is what is really needed. You save money in all ways
From Singapore, Singapore
From Singapore, Singapore
Please tell me is you are workman of india or south africa, then only we can go accordingly. sumit
From India, Ghaziabad
From India, Ghaziabad
Dear One,
I suggest as under:
Living in this world which is full of stresses, one should first counsel the employee, who is an asset to the company as well, and try to persuade him to accept the mistake, and file an apology in writing for it. Apology in writing can be filed in his personal file as warning letter. He may be let off by issuing a verbal warning.
If this does not materialise or considering seriousness of the complaint, you can ask one of his colleague, in whom he has faith to advise him to take the notice and put up a reply. On refusal, his colleague signature can be taken and record the fact you have tried to bring him round through a colleague and that effort also failed.
If the employee is coming on duty, call the employee and in presence of two witnesses, serve him the warning letter. In case he refuses to take the warning letter or refuses sign the duplicate copy as receipt, record it and take signature of witnesses.
If employee is not coming on duty, send a copy by registered post at permanent address as noted in personal file.
Keep the Post-Office Acknowledgement Slip as a proof of having served the notice on him.
Keep all record of all these actions in his personal file and don’t let the case closed.
Mathur AK
From India, Delhi
I suggest as under:
Living in this world which is full of stresses, one should first counsel the employee, who is an asset to the company as well, and try to persuade him to accept the mistake, and file an apology in writing for it. Apology in writing can be filed in his personal file as warning letter. He may be let off by issuing a verbal warning.
If this does not materialise or considering seriousness of the complaint, you can ask one of his colleague, in whom he has faith to advise him to take the notice and put up a reply. On refusal, his colleague signature can be taken and record the fact you have tried to bring him round through a colleague and that effort also failed.
If the employee is coming on duty, call the employee and in presence of two witnesses, serve him the warning letter. In case he refuses to take the warning letter or refuses sign the duplicate copy as receipt, record it and take signature of witnesses.
If employee is not coming on duty, send a copy by registered post at permanent address as noted in personal file.
Keep the Post-Office Acknowledgement Slip as a proof of having served the notice on him.
Keep all record of all these actions in his personal file and don’t let the case closed.
Mathur AK
From India, Delhi
dear all can you suggest me about the indian law that is compulsory for management to create safety management wing. regards szc
From India, Nagpur
From India, Nagpur
Hi,
Mr. Mathur has given the correct approach, However it is also to be borne in mind that HRs are the skipper of employees on behalf of organisation.At the same time when it comes to discipline, an appropriate procedure as per Standing orders and the Company policies is mandatory for which documentry proof and evidences needs to be gathered and hence all have suggested that mails,e-mails, registered posts etc are sent.
Question here, I presume, is not to harm any employee but to keep ourselves clean on paper in the interest of organisation.
I would always appriciate a process what I have suggested earlier with proper witness.
Thanks,
BIJAY
From India, Vadodara
Mr. Mathur has given the correct approach, However it is also to be borne in mind that HRs are the skipper of employees on behalf of organisation.At the same time when it comes to discipline, an appropriate procedure as per Standing orders and the Company policies is mandatory for which documentry proof and evidences needs to be gathered and hence all have suggested that mails,e-mails, registered posts etc are sent.
Question here, I presume, is not to harm any employee but to keep ourselves clean on paper in the interest of organisation.
I would always appriciate a process what I have suggested earlier with proper witness.
Thanks,
BIJAY
From India, Vadodara
@ Nandkumar...Yes that is the only obvious solution if the employee rejects to accept the warning letter.
However pls remember that, at the time initial time when he rejects to accpet the WL , then the same must be endrosed by couple of witness there in the office as a proof of his rejection.
Regards,
Maroof
From India, Aurangabad
However pls remember that, at the time initial time when he rejects to accpet the WL , then the same must be endrosed by couple of witness there in the office as a proof of his rejection.
Regards,
Maroof
From India, Aurangabad
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Employee Warning Notice_Template _MH.doc