Dear All,
Hope things are going great!!!!!!!!!!!!
Pls help with this issue, In an organization if an employee uses an abuse language or words among co employees.
In case to HR itself !!!!!
What are the necessary steps to be taken, Yeah
1. Oral warning
2. written warning
Then also the employee behaves in same manner, then what will be the final warning or penalty?:?:
Kindly help me understanding...
Thanks and regards
From India, New Delhi
Hope things are going great!!!!!!!!!!!!
Pls help with this issue, In an organization if an employee uses an abuse language or words among co employees.
In case to HR itself !!!!!
What are the necessary steps to be taken, Yeah
1. Oral warning
2. written warning
Then also the employee behaves in same manner, then what will be the final warning or penalty?:?:
Kindly help me understanding...
Thanks and regards
From India, New Delhi
Hi Friend,
If employee is using abusive language in office then you may give oral warning and then if not responded well to that you may proceed with the written warning...marking the same mail to his and your own HOD.....
If repeated again you may threat the employee stating that he ma be suspended for some time period or if in excess you may even terminate the employee under the misconduct act of your organization....
Rgds/Shweta
From India, Coimbatore
15If employee is using abusive language in office then you may give oral warning and then if not responded well to that you may proceed with the written warning...marking the same mail to his and your own HOD.....
If repeated again you may threat the employee stating that he ma be suspended for some time period or if in excess you may even terminate the employee under the misconduct act of your organization....
Rgds/Shweta
From India, Coimbatore
dear
using abusive laguage is misconduct and u can take against him.i will suggest u first talk to him and guide him not to behave in such manner.if does not understand issue him written warning letter ,if than also does not improve issue him charge sheet.
tks
j s malik
From India, Delhi
using abusive laguage is misconduct and u can take against him.i will suggest u first talk to him and guide him not to behave in such manner.if does not understand issue him written warning letter ,if than also does not improve issue him charge sheet.
tks
j s malik
From India, Delhi
Dear Sunil,
Abusing anyone or using filthy language on floor is a very serious offense as it attacks the dignity and self-respect of the other person.
The person should be suspended for a week or so, immediately on the spot. Issue him/her a memo to that effect and after 3 such memos, terminate the employee.
From India, Hyderabad
Abusing anyone or using filthy language on floor is a very serious offense as it attacks the dignity and self-respect of the other person.
The person should be suspended for a week or so, immediately on the spot. Issue him/her a memo to that effect and after 3 such memos, terminate the employee.
From India, Hyderabad
dear
no standing order allows to supend anyone as a punishment without issuing him charge sheet ,domestic enquiry and giving him complete opportunity to explain himself.law does not allow to terminate to anyone without giving him opportunity.
tks
j s malik
From India, Delhi
no standing order allows to supend anyone as a punishment without issuing him charge sheet ,domestic enquiry and giving him complete opportunity to explain himself.law does not allow to terminate to anyone without giving him opportunity.
tks
j s malik
From India, Delhi
I worked with Couple of BPO’s we call it as profanity and we often use , no one would get hurted.they just accept and try not repeat the bo-booo’s.
From India, Hyderabad
From India, Hyderabad
Abusive language up to certain extent is always accepted due to high work pressures and stress.
In case if some one is using it accessively, you can always first talk to that person and warn him for his behavior. If he/she still continues to do so ask for apologies to be given in writing. If still continued make him submit his apology on a huge paper and put it on a display...
This will irritate him and he will stop behaving like that. this is the best way to make some one realise that he/she can not use his/her rights to speak at the cost of others self dignity....
From India, Ahmadabad
In case if some one is using it accessively, you can always first talk to that person and warn him for his behavior. If he/she still continues to do so ask for apologies to be given in writing. If still continued make him submit his apology on a huge paper and put it on a display...
This will irritate him and he will stop behaving like that. this is the best way to make some one realise that he/she can not use his/her rights to speak at the cost of others self dignity....
From India, Ahmadabad
Hai Sunil !
Objectionable behaviour in an organization is not tolerable. It seems that the person in subject, has got some mental disorder. Also he/she tries to take ride on others by using unparliamentary words in an office. In general tendency, majority people would never like to have confrontations within the group of employees and would opt to bypass that person.
If an organizational action is to be taken, he can be called in a staff meeting [Minutes of such meeting should be maintained ] and warn him not to recur such instances failingwhich, he will be wholely and solely responsible for the consequences that may take place against him.
If he keeps on commiting the same again, issue him a showcause notice, why he should not be terminated from the services for his misbehaviour in the office.
RP
From India, Bhopal
Objectionable behaviour in an organization is not tolerable. It seems that the person in subject, has got some mental disorder. Also he/she tries to take ride on others by using unparliamentary words in an office. In general tendency, majority people would never like to have confrontations within the group of employees and would opt to bypass that person.
If an organizational action is to be taken, he can be called in a staff meeting [Minutes of such meeting should be maintained ] and warn him not to recur such instances failingwhich, he will be wholely and solely responsible for the consequences that may take place against him.
If he keeps on commiting the same again, issue him a showcause notice, why he should not be terminated from the services for his misbehaviour in the office.
RP
From India, Bhopal
Hello,
Step 1: Discussion with counseling - Minor offence per the company policy.
2: Issue warning letters
2a: If appraisal is due, noncompliance to company policy reduced markings.
3: Reprimands
The employee will change, habits are difficult to change, but should change.
From India, Bangalore
Step 1: Discussion with counseling - Minor offence per the company policy.
2: Issue warning letters
2a: If appraisal is due, noncompliance to company policy reduced markings.
3: Reprimands
The employee will change, habits are difficult to change, but should change.
From India, Bangalore
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