Can someone please help me understand the proceedings of Disciplinary actions on an employee who is actually making baseless, bad remarks on other co workers intentionally which is spoiling the office decorum. Can we issue Termination letter? If we have recorded proof of the wrong doings of the employee..
Plz suggest the right way to address this issue as if turned a blind eye on such issue it might give a wrong impression to the other staff in the office.
Thanks in advance
From India, Hyderabad
Plz suggest the right way to address this issue as if turned a blind eye on such issue it might give a wrong impression to the other staff in the office.
Thanks in advance
From India, Hyderabad
Dear member,
Before termination of the employee, you need to order domestic enquiry and misconduct the of the employee must be established. Based on the findings of the enquiry report, you may award suitable punishment which could be termination.
From the city in which you work in, find out freelance Enquiry Officers and they will explain you the procedure on how to conduct the domestic enquiry.
Thanks,
Dinesh Divekar
From India, Bangalore
7884Before termination of the employee, you need to order domestic enquiry and misconduct the of the employee must be established. Based on the findings of the enquiry report, you may award suitable punishment which could be termination.
From the city in which you work in, find out freelance Enquiry Officers and they will explain you the procedure on how to conduct the domestic enquiry.
Thanks,
Dinesh Divekar
From India, Bangalore
Hi Annoy,
Further to the advice given Mr. Divekar, please note that action should not be initiated on hearsay.
Consider first counselling the errant employee. Issue him a warning/cautionary note, even after that he continues misbehaving and making baseless comments against other coworkers, please take a complaint in writing from the said coworkers, stating verbatim the comments made by the errant worker.
Prepare a charge sheet, quoting the statements made by him verbatim in it and issue the same to him. Suspend him pending inquiry.Intimate him that if the inquiry officer finds him guilty, he will be punished as recommended by the Inquiry Officer, which may amount to termination of his services. After putting such pressure, the errant worker may wish to resign, accep his resignation with immediate effect settle his dues and let him go.
Regards,
R H, Kavarana
HR Manager
Mumbai
From India, Mumbai
Further to the advice given Mr. Divekar, please note that action should not be initiated on hearsay.
Consider first counselling the errant employee. Issue him a warning/cautionary note, even after that he continues misbehaving and making baseless comments against other coworkers, please take a complaint in writing from the said coworkers, stating verbatim the comments made by the errant worker.
Prepare a charge sheet, quoting the statements made by him verbatim in it and issue the same to him. Suspend him pending inquiry.Intimate him that if the inquiry officer finds him guilty, he will be punished as recommended by the Inquiry Officer, which may amount to termination of his services. After putting such pressure, the errant worker may wish to resign, accep his resignation with immediate effect settle his dues and let him go.
Regards,
R H, Kavarana
HR Manager
Mumbai
From India, Mumbai
Dear member,
Whether doctor kills, someone with disease!
Termination is last resort when things are beyond control. The employee has to call for explanation for his misconduct and warn him for sever consequences if continues with the behaviour.
You need to collect all proofs (visible),documentary evidence, witness in support. Then you can start domestic enquiry. If management feels the presence of employee is troublesome can put the employee on suspension. To deal with, your establishment should have policy or SO to follow the matter.
From India, Mumbai
Whether doctor kills, someone with disease!
Termination is last resort when things are beyond control. The employee has to call for explanation for his misconduct and warn him for sever consequences if continues with the behaviour.
You need to collect all proofs (visible),documentary evidence, witness in support. Then you can start domestic enquiry. If management feels the presence of employee is troublesome can put the employee on suspension. To deal with, your establishment should have policy or SO to follow the matter.
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Employee Termination during covid 19.pdf
Employee Appraisal Form new.doc