In my organisation there is girl who has joined 1 year back on senior level and just came back from maternity now we do not have any senior profile in our office.
we requested her to report in our new venture which is in Bangalore and to lead a team there. Now she is not confirming us the date of travel, and we are loosing business due to this . What can be further action on it?
From India, Gurgaon
we requested her to report in our new venture which is in Bangalore and to lead a team there. Now she is not confirming us the date of travel, and we are loosing business due to this . What can be further action on it?
From India, Gurgaon
Dear Acedsl,
Have you spoken with the woman employee? What is her take on her transfer? Why she is refusing to accept the transfer?
If the woman employee has resumed her work on completion of her maternity leave then I recommend you issuing her Transfer Order (TO). In this order clearly mention, on which date she should report to the office and the office address. Let the TO be signed by MD of the company. If she refuses to take the TO, then tell her entry will be stopped at the office. Block her official email ID.
If the woman employee accepts the TO but does not join the new office then issue one more TO with extended date. However, this should be warning-cum-TO and you need to mention consequences of not adhering to the instructions given in TO. If she still does not oblige then stop her entry at the security. Block her official email ID and issue her show cause notice.
Further action will depend on her reply to the show cause notice.
Additional note: - Please do not refer woman colleague as "girl" even while writing a post on public forum. In professional set up, there is no room for the words like girls, boys etc. Secondly, in the heading of your post, you have used the word "candidate". Please do not confuse between "candidate" and "employee". How can you refer regular employee as candidate? The day recruited person joins the new organisation, his/her candidature cease to exist and he/she become employee. Professionalism demands writing a post by using right terms.
Thanks,
Dinesh Divekar
From India, Bangalore
7879Have you spoken with the woman employee? What is her take on her transfer? Why she is refusing to accept the transfer?
If the woman employee has resumed her work on completion of her maternity leave then I recommend you issuing her Transfer Order (TO). In this order clearly mention, on which date she should report to the office and the office address. Let the TO be signed by MD of the company. If she refuses to take the TO, then tell her entry will be stopped at the office. Block her official email ID.
If the woman employee accepts the TO but does not join the new office then issue one more TO with extended date. However, this should be warning-cum-TO and you need to mention consequences of not adhering to the instructions given in TO. If she still does not oblige then stop her entry at the security. Block her official email ID and issue her show cause notice.
Further action will depend on her reply to the show cause notice.
Additional note: - Please do not refer woman colleague as "girl" even while writing a post on public forum. In professional set up, there is no room for the words like girls, boys etc. Secondly, in the heading of your post, you have used the word "candidate". Please do not confuse between "candidate" and "employee". How can you refer regular employee as candidate? The day recruited person joins the new organisation, his/her candidature cease to exist and he/she become employee. Professionalism demands writing a post by using right terms.
Thanks,
Dinesh Divekar
From India, Bangalore
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