Hi all
I need HR professionals valuable suggestions and comments in the following situation:
One of my friend is working in quasi-government for the past 20 years without any remarks or memos issued to her.
By 15th of May she was assigned to PA to GM (IAS Officer) By 14th of June she took leave (properly applied also informed her Boss by mobile) for 10 days - for her sons little finger surgery. On 14th her son got admitted and after scrutinizing and seeing the scan report etc. Dr. advised her there is no immediate surgery is required.
(Meanwhile on 16th of May she got transferred to factory some other department.)
Hence my friend canceled her leave and next day she joined her duty giving a joining report etc.
GM issued a show cause notice stating "you have canceled the 8 days leave and why disciplinary action should not be taken against you"
Do you think this is legal and what kind of action you will be taking? when an employee applied 10 days leave and canceling 8 days and joining early etc. is against the labour law???? Is this a good HR practice?
As an Sr. Manager HR I am very much surprised for this kind of action.
I do want to know about your suggestions and comments.
kantha
From India, Madras
I need HR professionals valuable suggestions and comments in the following situation:
One of my friend is working in quasi-government for the past 20 years without any remarks or memos issued to her.
By 15th of May she was assigned to PA to GM (IAS Officer) By 14th of June she took leave (properly applied also informed her Boss by mobile) for 10 days - for her sons little finger surgery. On 14th her son got admitted and after scrutinizing and seeing the scan report etc. Dr. advised her there is no immediate surgery is required.
(Meanwhile on 16th of May she got transferred to factory some other department.)
Hence my friend canceled her leave and next day she joined her duty giving a joining report etc.
GM issued a show cause notice stating "you have canceled the 8 days leave and why disciplinary action should not be taken against you"
Do you think this is legal and what kind of action you will be taking? when an employee applied 10 days leave and canceling 8 days and joining early etc. is against the labour law???? Is this a good HR practice?
As an Sr. Manager HR I am very much surprised for this kind of action.
I do want to know about your suggestions and comments.
kantha
From India, Madras
The GM is a foolish person.Without understanding the situation he has gone ahead in issuing a SC Notice.I think she should reply back & question the purpose of SC Notice in her reply itself.She should also put a cc copy to ALC,Human rights authority & Dozens of other like the GM's top bosses etc, then only the GM would realize his mistake.I think the GM had a personal venedatta against the lady.Because issuing a SC Notice is a very sensitive issue.All facts,figures,circumstances should be weighted before issuing such notice.
Regards,
Ashish
From India, Mumbai
6Regards,
Ashish
From India, Mumbai
There are three possible reasons for this reaction from the GM:
1. He has a vendetta against the PA and is using this method to cause harm
2. He genuinely believes (or is convinced by some other incompetent person) that a misconduct has been done by the PA
3. He has lost his mind.
For point 1 and 2 above, the best course would be to submit an official explanation in response to the show-cause. Ensure that copies of the explanation are received by the Head HR and the reporting supervisor of this GM. In the explanation state clearly that the action of the PA in canceling her leave to report to duty early cannot be constituted as a misconduct because it does not break an organizational rules. In fact, this action proves that the PA is a responsible employee who treats the company's interests with importance and choose to return to work rather than avail of this benefit when it its original purpose was not served. In the letter do also cite the exemplary service record of the PA through attached letters of recommendations.
The process itself should be used to prove that the charges of the GM are baseless and prove prejudice on his part.
For point 3 above, the best course would be to inform the local mental asylum.
Regards!
From United States, Virginia Beach
1. He has a vendetta against the PA and is using this method to cause harm
2. He genuinely believes (or is convinced by some other incompetent person) that a misconduct has been done by the PA
3. He has lost his mind.
For point 1 and 2 above, the best course would be to submit an official explanation in response to the show-cause. Ensure that copies of the explanation are received by the Head HR and the reporting supervisor of this GM. In the explanation state clearly that the action of the PA in canceling her leave to report to duty early cannot be constituted as a misconduct because it does not break an organizational rules. In fact, this action proves that the PA is a responsible employee who treats the company's interests with importance and choose to return to work rather than avail of this benefit when it its original purpose was not served. In the letter do also cite the exemplary service record of the PA through attached letters of recommendations.
The process itself should be used to prove that the charges of the GM are baseless and prove prejudice on his part.
For point 3 above, the best course would be to inform the local mental asylum.
Regards!
From United States, Virginia Beach
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SHOW CAUSE NOTICE.pdf
Show Cause Notice.doc