Any kind of physical or verbal abuse should not be tolerated at the work place. It is not easy to know the limitations in both these case, hence HR should use hardlines.
It makes for safer and healthier work enviornments.
Ruby
From India, Mumbai
It makes for safer and healthier work enviornments.
Ruby
From India, Mumbai
this is a very good example for every one who are working in metro's. donot give anything in writing to any person of ur company. never do this . it may lead to any condition that can't believe by any one. so plz think again to do anything like this i mean to say that u can slap anyone of ur comapny but donot give in writing for any appolige. it is ok in a verbal manner.
From India, Cuttack
1From India, Cuttack
Hi I feel in the given case warning was enough, its a heavy punishment. Should have been avoided. Ravinder Singh
From Singapore, Singapore
From Singapore, Singapore
This type of issue may arise in an Organisation...
But the management should not have reacted so harshly as none of them complained about the same.. Not the right message for a HR oriented era...
They should protest against the same ....
From India, New Delhi
But the management should not have reacted so harshly as none of them complained about the same.. Not the right message for a HR oriented era...
They should protest against the same ....
From India, New Delhi
HR Can’t do this. If he does, he plays monopoly in the company. And this is not good for the company for progress. Om Prakash Sah
From India, New Delhi
From India, New Delhi
Dear Mani
The supreme court is very clear on this issue. if you want to terminate any body because of any misconduct you have to conduct the Domestic Enquiry. without giving proper hearing they can not terminate them even if they are on probation. both can file a case in Labour court and i am 100% sure they will get back their jobs. please also mention if any disciplinary action like issuing show cause or conducting enquiry was initiated by the Management or not. for further clarification feel free to call me.
Kamal Kant Tyagi
Advocate
Labour Law Consultant
+91-9313907096
From India, New Delhi
The supreme court is very clear on this issue. if you want to terminate any body because of any misconduct you have to conduct the Domestic Enquiry. without giving proper hearing they can not terminate them even if they are on probation. both can file a case in Labour court and i am 100% sure they will get back their jobs. please also mention if any disciplinary action like issuing show cause or conducting enquiry was initiated by the Management or not. for further clarification feel free to call me.
Kamal Kant Tyagi
Advocate
Labour Law Consultant
+91-9313907096
From India, New Delhi
Dear Mani, Ask the girl to post her resume on citehr...if we can help her by finding out a suitable work for her. Regards, Smita
Dear all,
I have seen people commenting on both the sides.
Give this a thought. Management (or HRD) seems to have terminated these employees without a thought.
Ok what if the employees goes and files a complaint that someone from HR slapped him or her. Thats it.
Will the HR dept. terminate this employee from HR dept. without an enquiry. If not then what has happened is unfair.
If yes, then the company needs help urgently need to replace employees in HR. Dept to avoid further damage to the organisastion. The management can terminate the employees in HR Dept. the same way as was done in this case.
Also all the HR Manager who sympathise can please offer jobs to these guys, if they work in IT company.
Dear Mani,
Please post their resumes in this forum and all of us can try to relocate them.
To HR team of said company,
When you get fired. You can do the same. We like to play fair. Company has done wrong with you.
Regards,
Viraj
From India, Pune
I have seen people commenting on both the sides.
Give this a thought. Management (or HRD) seems to have terminated these employees without a thought.
Ok what if the employees goes and files a complaint that someone from HR slapped him or her. Thats it.
Will the HR dept. terminate this employee from HR dept. without an enquiry. If not then what has happened is unfair.
If yes, then the company needs help urgently need to replace employees in HR. Dept to avoid further damage to the organisastion. The management can terminate the employees in HR Dept. the same way as was done in this case.
Also all the HR Manager who sympathise can please offer jobs to these guys, if they work in IT company.
Dear Mani,
Please post their resumes in this forum and all of us can try to relocate them.
To HR team of said company,
When you get fired. You can do the same. We like to play fair. Company has done wrong with you.
Regards,
Viraj
From India, Pune
the ground for termination is certain unseemly behaviour or conduct on the part of both the employees and thus the order of termination is not an innocuous order but punitive in nature. when termination is punitive in nature the employees should be given an opportunity of hearing as required under the principles of natural justice. If the company follows any standing orders or service rules governing the procedure for disciplinary action, it should follow it. irrespective whether or not, they have standing ordes or service rules , they cannot terminate the services of an employee for a conduct which is stigamatic without issuing showcause notice or seeking explanation from him.The termination, being violative of the principles of natural justice, is not sustainable.
B.Sai Kumar
Consultant inHR and labour laws
From India, Mumbai
B.Sai Kumar
Consultant inHR and labour laws
From India, Mumbai
Dear All,
In an organization, policies and procedures exists apart from Approved standing order from respective state government bodies. Here the question are 1) Is there any verbale abuse in front of other collegues, which is clear violation of clauses of company policy.
2) Mere stasted incident, no where such drastic decision taken place
3) Is there any altercation between those two persons with their collegues at cafetaria or with HR during investigation.
4) Past discipinary actions, if any taken agains those two employees.
Quoted above questions, circumstatial evidences are more important. With all this, my opinion is HR should have given fair representation for those two employees to express their concern ane should have taken such drastic decision of termination.
regards
Chandru
bangalore
From India, Bangalore
In an organization, policies and procedures exists apart from Approved standing order from respective state government bodies. Here the question are 1) Is there any verbale abuse in front of other collegues, which is clear violation of clauses of company policy.
2) Mere stasted incident, no where such drastic decision taken place
3) Is there any altercation between those two persons with their collegues at cafetaria or with HR during investigation.
4) Past discipinary actions, if any taken agains those two employees.
Quoted above questions, circumstatial evidences are more important. With all this, my opinion is HR should have given fair representation for those two employees to express their concern ane should have taken such drastic decision of termination.
regards
Chandru
bangalore
From India, Bangalore
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