hello,
As this is quite common problem with those kind of emplyoees, its doesnt mean that you should be arrogant towards her, just make her realize her, if she is the really a claimer of the salary what she is getting, or you just hire any other temporary emplyoee for your smooth flow of work and see if she change her attitude towards work...
thanks
From India
As this is quite common problem with those kind of emplyoees, its doesnt mean that you should be arrogant towards her, just make her realize her, if she is the really a claimer of the salary what she is getting, or you just hire any other temporary emplyoee for your smooth flow of work and see if she change her attitude towards work...
thanks
From India
Dear Friend,
As a HR Manager If possible I can bring a new employee who is capable of handling this situation and I will post her along with this problematic employee with the same work.
because it is way that you can make the problematic person to feel the ownership for her job.So, that she may turn to come early and do the things before the new person start working. If not, can try to recognize the work in front of others as best worker.
I feel that speaking with the union persona may not solve the problem at all these situations. Try to sole the problem psychologically.
regards,
sekar krishnamoorthy
From India, Madras
23As a HR Manager If possible I can bring a new employee who is capable of handling this situation and I will post her along with this problematic employee with the same work.
because it is way that you can make the problematic person to feel the ownership for her job.So, that she may turn to come early and do the things before the new person start working. If not, can try to recognize the work in front of others as best worker.
I feel that speaking with the union persona may not solve the problem at all these situations. Try to sole the problem psychologically.
regards,
sekar krishnamoorthy
From India, Madras
dear Das.
It is good to be a warm with the union leader and familiarize with you to some limit. than start talking with him about her that whats the matter to protect her & tell about rules & regulation about the company policy. and provide all the neccessary evidance to him.
From India, Mumbai
It is good to be a warm with the union leader and familiarize with you to some limit. than start talking with him about her that whats the matter to protect her & tell about rules & regulation about the company policy. and provide all the neccessary evidance to him.
From India, Mumbai
Dear Dash,
As you mentioned the lady has support from union but it does not mean that you cannot take action. Just make sure that she signs some register for her attendance, after few days, contact some union person only and in general tell him/ her the whole thing. Also ask that union guy to let that lady understand the importance of timings. Rather you coming in picture, shoot from someone's else shoulder.
From India, Delhi
As you mentioned the lady has support from union but it does not mean that you cannot take action. Just make sure that she signs some register for her attendance, after few days, contact some union person only and in general tell him/ her the whole thing. Also ask that union guy to let that lady understand the importance of timings. Rather you coming in picture, shoot from someone's else shoulder.
From India, Delhi
Such situations are really critical. I think third part intervention can be seek & based on discussion few documentation is required. She need to issue some warning letters with cc to union office. However don't forget to engage the Union representatives while getting into dicussion with her. You may Also seek to Change her duty timings little early. Late coming remark punishment is always there in all the establishment whether union or without union.
Based on the warning letter atleast 3, you may take further actions..may not be termination but definatly some alternative actions.
From India, Mumbai
Based on the warning letter atleast 3, you may take further actions..may not be termination but definatly some alternative actions.
From India, Mumbai
Well,
In this case you can implement late coming policy in the organisation. Start deducting half day salary after 3 instances of late coming.
In case if the employee is coming on time and is present for the whole month, the company can given full attendance bonus of rs 200 to rs 300 (as decided by the org).
Hope it help you. I have tried this in our organization and have received positive outcome into admin and production department.
Thanks & Regards,
Harsha
From India, Vadodara
In this case you can implement late coming policy in the organisation. Start deducting half day salary after 3 instances of late coming.
In case if the employee is coming on time and is present for the whole month, the company can given full attendance bonus of rs 200 to rs 300 (as decided by the org).
Hope it help you. I have tried this in our organization and have received positive outcome into admin and production department.
Thanks & Regards,
Harsha
From India, Vadodara
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