Hi All, We recently came across a case of miscondcut between two employees. One guy and one girl who shouted at each other and had an abusive fight. This issue has been taken to management as both of them have repeatedly behaved in the same manner many times. Now the decorum committe feels that we should issue a warning to them. But I am not sure whether issuing a warning will work or not?? What can be another way through which we can minimize any such misconduct and at the same time punish them as well. Please suggest, Gunjan
From India, New Delhi
39From India, New Delhi
Dear Gunjan you should take an appology letter signed by both of them stating the whole incident and then issue them a warning letter stated that if such kind or any kind of indiscipline will happen in future, the strict, disciplinary action would be taken. Regards Dhanesh
From India, Gurgaon
From India, Gurgaon
hi One of my friends had a similar incident with two employees in the same department, both male. one (A) is complaining that the other (B) has lied about him and B is complaining that something is written about him on Yahoo and a photo posted by A. It is interesting to note that the supervisor reported to HR, only one of the employees grievance, i.e. from B. the supervisor was asked by HR to meet with both staff and counsel them. If it repeats a written report from the Supervisor was required to HR. This has not happened. HR is being pressured by the Supervisor to meet one of the staff who complained, i.e. B. We feel there is a bigger agenda especially as A is on a lay-off list that came from the Supervisor. My friend has suggested to the senior management and i agree that comments on Yahoo made by one staff against other are not considered an issue for company disciplinary action. If it is derogatory to company image then it calls for action otherwise not. HR would intervene if there is an initial investigation and or meeting by Supervisor. Thanks
From United Arab Emirates
From United Arab Emirates
From your report it seems that the two employees have behaved in a similar manner previously. In which case the incident needs to be handled as a disciplinary matter. Both should be warned in writing. ..and it must be stated that any further abusive slanging match will be dealt with severly and could result in termination. If you have an Employee handbook / Manual this sort of behaviour must be listed & the repacussions thereof clearly stated. Unprofessional behaviour directly impacts employee morale and the HR department should have guidlines detering negative behaviour/actions.
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
dear the suggestion given by dhanesh semms to be ok.however you can take many actions like ask explanation from both of them.than issue warning letter.better you ask asppology and issue warning. tks j s malik
From India, Delhi
From India, Delhi
You have mentioned that those two fought many time but on what issue is it work related or is it personal issues. On the first ocassion itself they should have been called in and asked for they written explanation for the reason of the fight, after that both of them should have been issued the notice letter not to repeat it again. If they still continue fighting they should be given a warning letter if still no change both of them should be terminated. If you did not follow this earlier you still have time to follow the procedure. Regards Suhail Shaikh
From Saudi Arabia, Jiddah
From Saudi Arabia, Jiddah
Hai, I Step Try to find out the real reason for their quarrel through your own sources and if you feel that it can be solved through counselling then go ahead, counsel them first separately, then together, make them write mutual apology and make them shake hands in front of the very same people before whom they had quarelled. Post their apologies in their Personal Files. II Step : If you feel that the language used by them and the way in which they had quarelled might be a precedent for others to vent out their feelings then use the punitive action of issuing the WARNING MEMO/LETTER by seeking an explanation III Step : If you feel that they are beyond mending their ways then try to place them in different groups/ shifts/ departments where the chances of their coming together or meeting each other is comparatively less In any organisation having harmonious set up is very important. Isolated events may lead to greater altercations in future. So try to nip it in the initial stages itself. Regards Premson :icon1::)
From India, Mangaluru
From India, Mangaluru
Hi, In this typr of misconduct if u want to maintain discpln in your company you should first place them suspension under pending enquiry, after that only you should go with next step. first u should send them out of company premises for investigation or enquiry. Even in this type of case u can terminate the services of that employees.
From India, Mumbai
From India, Mumbai
gunjan my kind suggestion is to find who was wrong whose mistake why is it happening frequently whats the intention behind that if one person is wrng speak to him or her personally if they repeat again talk to management and issue termination letters to both of them stating reason for misconduct and misbehaviour which damages the culture frequently whch effects morale of the organisation or firm what ever . regrds sowjanya
From India, Hyderabad
From India, Hyderabad
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Disciplinary+si tuations+includ e+misconduct+an dor+poor+perfor mance[1].doc