Hi HRs, I want an opinion for the below-mentioned Case.
One junior employee brings a Pastry to office pantry and celebrates a Birthday of another employee ( close friend) along with other employees.
The Company has a separate policy for the event which is that minimum 2 employee 's Bday is celebrated in office by cutting a cake.
The HR told the concerned employee that we cannot do the event officially today due to some valid reason, but it will be celebrated later.
He ignored the message and did the arrangement by bringing a small size of the pastry/ cake and by cutting it and sharing with other peers.
Now the question is :
1) Will it be treated as in discipline and violating the message of HR and Company Policies or whatever he has done is right?
2) If Wrong what action should be taken.
Please put your valuable comments for the above matter as it will be highly appreciated.
Thanks.
From India, undefined
One junior employee brings a Pastry to office pantry and celebrates a Birthday of another employee ( close friend) along with other employees.
The Company has a separate policy for the event which is that minimum 2 employee 's Bday is celebrated in office by cutting a cake.
The HR told the concerned employee that we cannot do the event officially today due to some valid reason, but it will be celebrated later.
He ignored the message and did the arrangement by bringing a small size of the pastry/ cake and by cutting it and sharing with other peers.
Now the question is :
1) Will it be treated as in discipline and violating the message of HR and Company Policies or whatever he has done is right?
2) If Wrong what action should be taken.
Please put your valuable comments for the above matter as it will be highly appreciated.
Thanks.
From India, undefined
Hi,
At the outset though the deed is not a very serious misconduct to be punished, it is disobeying HR's version on company policy.
The said employee should have taken due permission of HR by approaching again before the continuing with the celebration.
HR would have allowed the cake cutting if properly convinced.
From India, Hyderabad
199At the outset though the deed is not a very serious misconduct to be punished, it is disobeying HR's version on company policy.
The said employee should have taken due permission of HR by approaching again before the continuing with the celebration.
HR would have allowed the cake cutting if properly convinced.
From India, Hyderabad
IS it like that you feel enjoyed when your management scold employees for petty issues?
Now the question is :
1) Will it be treated as in discipline and violating the message of HR and Company Policies or whatever he has done is right? - Is your management is so Autocratic that they failed to get involved in joy of birthday boy/girl. Why you want to treat this as violation of discipline?
2) If Wrong what action should be taken. - Let enjoy the birthday of the person.
From India, Pune
Now the question is :
1) Will it be treated as in discipline and violating the message of HR and Company Policies or whatever he has done is right? - Is your management is so Autocratic that they failed to get involved in joy of birthday boy/girl. Why you want to treat this as violation of discipline?
2) If Wrong what action should be taken. - Let enjoy the birthday of the person.
From India, Pune
It is not about celebration, it is about maintaining the Office Decorum as well as HR message. Once there is some clear instruction from HR and also explaining the Bday policies, then how can any individual overrule the decision and celebrate in office Premises as because the concerned Bday was a special friend.
My focus is in this particular point.
Yes we are all human being s and we love to enjoy any celebration but at the same time one has to remember that it is official not a personal matter.
From India, undefined
My focus is in this particular point.
Yes we are all human being s and we love to enjoy any celebration but at the same time one has to remember that it is official not a personal matter.
From India, undefined
Special friend was not mentioned by you earlier right!! If he is not an employee then it is not allowed.
From India, Hyderabad
From India, Hyderabad
HR is not Hitler he/she is there support Human Resources. And if employee are causing any wrong/loss to company/organization then only language of discipline should in picture else certainly NO.
From India, Pune
From India, Pune
Yes, Mr. Patnaik I have mentioned in my 1st post that the employee is a close friend of the person concerned.
From India, undefined
From India, undefined
You have mentioned as close friend of employee and he himself is another employee.
In the next version you have mentioned special friend, if special friend is the in house employee then celebration is not a heinous crime to be punished.
From India, Hyderabad
In the next version you have mentioned special friend, if special friend is the in house employee then celebration is not a heinous crime to be punished.
From India, Hyderabad
Interesting case, and I am surprised at the rather vociferous support of the "birthday party" and its organiser.
The initial post mentioned that the company has a clear policy of celebrating birthdays by clubbing them; one cannot question whether the policy right or wrong. As long a policy exists, it has to be followed; or it has to be amended to reflect current systems.
Allowing people to behave or act contrary to policy is opening a Pandora's box... on what basis will you deny one employee and permit another employee? What are the policies you will allow others to contravene and for how long? What are the policies that you will enforce strictly?
Coming to the celebration itself, it could have just as easily been organised as a private affair after office hours. Why do it in office when it is clearly discouraged?
In my opinion the person was just trying to be a hero/heroine and clearly indicated his disregard and disdain towards organisation policies. This should clearly be seen as misconduct and dealt with accordingly, as per company policy, (don't do the mistake of taking this personally), deal with it as per company discipline policy (i am sure you will have one, that too a "progressive discipline process" where the disciplinary issues are graded "minor" / Major" and penalties are also graded for severity)
Have a look at this thread..
https://www.citehr.com/54381-miscond...-download.html
From India, Kochi
The initial post mentioned that the company has a clear policy of celebrating birthdays by clubbing them; one cannot question whether the policy right or wrong. As long a policy exists, it has to be followed; or it has to be amended to reflect current systems.
Allowing people to behave or act contrary to policy is opening a Pandora's box... on what basis will you deny one employee and permit another employee? What are the policies you will allow others to contravene and for how long? What are the policies that you will enforce strictly?
Coming to the celebration itself, it could have just as easily been organised as a private affair after office hours. Why do it in office when it is clearly discouraged?
In my opinion the person was just trying to be a hero/heroine and clearly indicated his disregard and disdain towards organisation policies. This should clearly be seen as misconduct and dealt with accordingly, as per company policy, (don't do the mistake of taking this personally), deal with it as per company discipline policy (i am sure you will have one, that too a "progressive discipline process" where the disciplinary issues are graded "minor" / Major" and penalties are also graded for severity)
Have a look at this thread..
https://www.citehr.com/54381-miscond...-download.html
From India, Kochi
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