Hi to everyone,
I am been facing a problem in one of our branch located in Delhi, wherein one of our employee was caught under the influnence of alchol during working hours. For the said act we had issued him a "Show Cause Notice" to clearify his stand the notice period was given,(7 working days was given him to revert) but upto now not a single reply has been reverted by him.
Can I terminate the said employee for commiting the grave blunder he has done, as I dont want he to be with us for any longer period.
We dont have any Substance Alchol abuse policy in our appointment letter. In fact this is the very first time we are facing such situation.
Awaiting for your reply at earliest.
From India, Mumbai
I am been facing a problem in one of our branch located in Delhi, wherein one of our employee was caught under the influnence of alchol during working hours. For the said act we had issued him a "Show Cause Notice" to clearify his stand the notice period was given,(7 working days was given him to revert) but upto now not a single reply has been reverted by him.
Can I terminate the said employee for commiting the grave blunder he has done, as I dont want he to be with us for any longer period.
We dont have any Substance Alchol abuse policy in our appointment letter. In fact this is the very first time we are facing such situation.
Awaiting for your reply at earliest.
From India, Mumbai
Hi Parab,
I have been in your situation :-)
Well - if the person does not respond, then you need to call over phone and enquire.
The seriousness of the issue is not understood by the person himself.
First try reaching him via phone. Remind him of the notice issued against him, and put a stern warning over phone and mail stating that his silence in reverting can cease the business contract between him and the employer.
Such kind of actions require verbal warning instantly - was that done?
because after first warning,the person should be given time to prove that he would not repeat that during the business hours / business space henceforth.
Why dont you want him to be with you any more? Is it becos of the alcoholic nature?
Give time and chance for him to prove his stance. You are at Mumbai - he is at Delhi. You even need investigation reps from trusted sources before you could finalize on anything.
From India, Madras
54I have been in your situation :-)
Well - if the person does not respond, then you need to call over phone and enquire.
The seriousness of the issue is not understood by the person himself.
First try reaching him via phone. Remind him of the notice issued against him, and put a stern warning over phone and mail stating that his silence in reverting can cease the business contract between him and the employer.
Such kind of actions require verbal warning instantly - was that done?
because after first warning,the person should be given time to prove that he would not repeat that during the business hours / business space henceforth.
Why dont you want him to be with you any more? Is it becos of the alcoholic nature?
Give time and chance for him to prove his stance. You are at Mumbai - he is at Delhi. You even need investigation reps from trusted sources before you could finalize on anything.
From India, Madras
Yes,
You can issue a termination letter to him as this thing comes under "misconduct" or "offensive behaviour".
I hope the "misconduct" thing is mentioned in the appointment letter. Even if its not mentioned, its the sole discretion of management to decide whether to continue the employement of any employee or not.
Also take others' advice whether he should be really terminated or not.
Will the work be affected or not.
You can also take a feedback from all employees.
If termination is not preferred, you can take any other strict measure.
But first try to check why did he came drunk, was he been toxicated by anyone or not.
Does he have a drinking habit or not.
This a crucial matter so act wisely.
Regards
Gunjan
From India, New Delhi
You can issue a termination letter to him as this thing comes under "misconduct" or "offensive behaviour".
I hope the "misconduct" thing is mentioned in the appointment letter. Even if its not mentioned, its the sole discretion of management to decide whether to continue the employement of any employee or not.
Also take others' advice whether he should be really terminated or not.
Will the work be affected or not.
You can also take a feedback from all employees.
If termination is not preferred, you can take any other strict measure.
But first try to check why did he came drunk, was he been toxicated by anyone or not.
Does he have a drinking habit or not.
This a crucial matter so act wisely.
Regards
Gunjan
From India, New Delhi
dear parab
ofcourse it is a serious misconduct but during this period you should have taken a medical report.now tell me one thing what is his designation and how much service he had with company.
you can not terminate straightway.
tregards
jsmalik
From India, Delhi
ofcourse it is a serious misconduct but during this period you should have taken a medical report.now tell me one thing what is his designation and how much service he had with company.
you can not terminate straightway.
tregards
jsmalik
From India, Delhi
TO,
Ash.
Thanks a lot for your prompt reply,
I would like to mention that the said employee had committed the same act thrice, for which he was given a oral warning and subsquentely a Office Memo. In spite of that he had not bother to improve his performance and had has continued with his indecant attitude.
I think now it is very high time to tolerate such nuisance employee who can disturb the moral of our staff's and working condition which can further lead to damage.
Awaiting for your advice.
Thanking you
From India, Mumbai
Ash.
Thanks a lot for your prompt reply,
I would like to mention that the said employee had committed the same act thrice, for which he was given a oral warning and subsquentely a Office Memo. In spite of that he had not bother to improve his performance and had has continued with his indecant attitude.
I think now it is very high time to tolerate such nuisance employee who can disturb the moral of our staff's and working condition which can further lead to damage.
Awaiting for your advice.
Thanking you
From India, Mumbai
To,
Malik & Gunjan
Thanks a lot for your quick help
Designaiton offered him is of Counter staff (Very Junior Level Position) & the same person had committed the same nuisance again and again. In fact we had given oral warning and also "Office Memo" to improve his performance. In spite of of it he had not improved his performance up to date which had affected our staffs performance & morale. The same person has a habit of consuming alchol (addictive)
The employee has been working with us for over 1 year & 2 months
From India, Mumbai
Malik & Gunjan
Thanks a lot for your quick help
Designaiton offered him is of Counter staff (Very Junior Level Position) & the same person had committed the same nuisance again and again. In fact we had given oral warning and also "Office Memo" to improve his performance. In spite of of it he had not improved his performance up to date which had affected our staffs performance & morale. The same person has a habit of consuming alchol (addictive)
The employee has been working with us for over 1 year & 2 months
From India, Mumbai
Hey Parab,
If this is the case - then fire him. Make sure all the proofs supporting the warnings, and his acknowledgement on the same - are ALWAYS ready with you, and a copy of the same with any HR co-ordinator reporting to you from Delhi (if any)
We came across the same situation - and the person was just over the line. Worse situation which triggered the FIRING in our case was - he called his assistant and drank along with him (office hours).
And in the weekend, he went to another subordinates house and forced him to drink, because of which the subordinate informed the Mgmnt that he will not come for work anymore.
Was a huge huge issue. And I was - away from the plant - located at Corp Office. So I know the situation you are through.
We came up with a one line policy added in your appointment letter that - if employee is found of indulging in alocholism during work hours / or even in the work space / Client campus - it will lead to immediate termination
Such peopel who cant control their habit - must not been given an other chance - they have been having that thru out their life "Another Chance".
Not at the cost of Corporate Image!
From India, Madras
If this is the case - then fire him. Make sure all the proofs supporting the warnings, and his acknowledgement on the same - are ALWAYS ready with you, and a copy of the same with any HR co-ordinator reporting to you from Delhi (if any)
We came across the same situation - and the person was just over the line. Worse situation which triggered the FIRING in our case was - he called his assistant and drank along with him (office hours).
And in the weekend, he went to another subordinates house and forced him to drink, because of which the subordinate informed the Mgmnt that he will not come for work anymore.
Was a huge huge issue. And I was - away from the plant - located at Corp Office. So I know the situation you are through.
We came up with a one line policy added in your appointment letter that - if employee is found of indulging in alocholism during work hours / or even in the work space / Client campus - it will lead to immediate termination
Such peopel who cant control their habit - must not been given an other chance - they have been having that thru out their life "Another Chance".
Not at the cost of Corporate Image!
From India, Madras
No Ravi - at that ponint I remember I was hyper tensed. Now when I think over it I feel liek laughing... ;-)
From India, Madras
From India, Madras
Are you sure you dont want to banned once again? Mannipp kelung - enkittey!! Maap para - ennod! (In malayalam) ;-)
From India, Madras
From India, Madras
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