Dear All, In my organization , one of employee used abusing language to another employee in writing email. what type of action i can take against her.
From India, Chennai
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From India, Chennai
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Hi, 1. where that happened in office or out side the office. 2. if its happened in office then give them warning letter, and 2nd warning letter will termination.
From India, Mumbai
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From India, Mumbai
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Dear Vijay,
Regardless of whether the communication has been in the office or outside, if it pertains to an official subject, the abusive language used in the email amounts to misconduct. I agree with the suggestions above of addressing the employee regarding the abusive communication made by her in the cabin, advising her appropriately, and requesting her apology in confidence. If she fails to comply, please issue a warning. It is important that the discussion with the employee takes place in the presence of another executive from your department or her department, preferably a female.
Regards,
S.K. Johri
From India, Delhi
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Regardless of whether the communication has been in the office or outside, if it pertains to an official subject, the abusive language used in the email amounts to misconduct. I agree with the suggestions above of addressing the employee regarding the abusive communication made by her in the cabin, advising her appropriately, and requesting her apology in confidence. If she fails to comply, please issue a warning. It is important that the discussion with the employee takes place in the presence of another executive from your department or her department, preferably a female.
Regards,
S.K. Johri
From India, Delhi
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Dear Mr. Aditya,
In such cases, whether abusive language is used within the organization or outside does not matter. The prime and main responsibility of HR is to maintain discipline and harmony, which can be assured by taking appropriate action at the appropriate time.
In my opinion, the employee must be served with a show cause notice and asked for a proper reply on the issue. Accordingly, further action can be taken after taking into consideration his or her reply.
P. K. Sharma
From India, Delhi
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In such cases, whether abusive language is used within the organization or outside does not matter. The prime and main responsibility of HR is to maintain discipline and harmony, which can be assured by taking appropriate action at the appropriate time.
In my opinion, the employee must be served with a show cause notice and asked for a proper reply on the issue. Accordingly, further action can be taken after taking into consideration his or her reply.
P. K. Sharma
From India, Delhi
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Whether the incident happened while communicating with official email IDs, then it is misconduct and action needs to be taken.
I would also like to know whether HR has circulated an Email Policy to all users prescribing the minimum email etiquette to be followed by all staff.
R K Nair
From India, Aizawl
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I would also like to know whether HR has circulated an Email Policy to all users prescribing the minimum email etiquette to be followed by all staff.
R K Nair
From India, Aizawl
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Hi, Apex Management,
How will you handle issues involving employees' personal disputes, for example, if disputes occur in their homes or rooms? Should HR intervene in such situations?
If an employee sends an email using their official email ID, HR should issue a warning or take action as it falls under office premises.
From India, Mumbai
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How will you handle issues involving employees' personal disputes, for example, if disputes occur in their homes or rooms? Should HR intervene in such situations?
If an employee sends an email using their official email ID, HR should issue a warning or take action as it falls under office premises.
From India, Mumbai
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Hello, You better talk to the employee concerned. You must give advice not to use abusive language again against another employee. I hope you get things cleared out. Good luck!
From Philippines, Cebu
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From Philippines, Cebu
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Dear Aditya,
A good workforce of any establishment or factory is an asset, and there is no harm if the HR indulges in the settlement of any sort of complaint/dispute, whether within or outside the premises.
Moreover, I do not see any harm if the HR even gets involved in personal issues of the workforce. I remember when I was in service, I had settled certain minor disputes within the families of workers or their friend circle. I understood their problems, whether related to school admissions of their wards or medical treatment of their parents, by advancing money either from my employer or from my own pocket. At the same time, taking appropriate disciplinary action against the guilty is equally important to maintain discipline and a peaceful working environment. In this particular case, if the employee has used abusive language through email, it is on record, and HR can review it, understand the circumstances and situations, and decide on further action.
It is a goodwill gesture, and you can win over the hearts of the workforce. They will definitely listen to your directions always.
P K Sharma
From India, Delhi
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A good workforce of any establishment or factory is an asset, and there is no harm if the HR indulges in the settlement of any sort of complaint/dispute, whether within or outside the premises.
Moreover, I do not see any harm if the HR even gets involved in personal issues of the workforce. I remember when I was in service, I had settled certain minor disputes within the families of workers or their friend circle. I understood their problems, whether related to school admissions of their wards or medical treatment of their parents, by advancing money either from my employer or from my own pocket. At the same time, taking appropriate disciplinary action against the guilty is equally important to maintain discipline and a peaceful working environment. In this particular case, if the employee has used abusive language through email, it is on record, and HR can review it, understand the circumstances and situations, and decide on further action.
It is a goodwill gesture, and you can win over the hearts of the workforce. They will definitely listen to your directions always.
P K Sharma
From India, Delhi
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