what should be the further action/proceedings after worker refused to accept shoe cause letter twice which were sent post and once by oral discussion
From India, Aurangabad
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1From India, Aurangabad
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You can publish the notice in the local newspaper. If, after the expiry of the date on which the reply is expected to be submitted by the employee, no reply is received, you can proceed with the inquiry. The inquiry notification should also be sent to his residential address by post, and if it is returned, get it published in the newspaper.
As far as possible, you should avoid publishing it in the newspaper by advising him to accept the show cause sending the message through his friends, cautioning that if the letter is returned, the charges will be published in the newspaper, thereby allowing the entire public to become aware of the charges against him. Normally, this will prompt him to accept the post. Therefore, you may send at least three letters before publishing it in the newspapers.
Madhu.T.K
From India, Kannur
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As far as possible, you should avoid publishing it in the newspaper by advising him to accept the show cause sending the message through his friends, cautioning that if the letter is returned, the charges will be published in the newspaper, thereby allowing the entire public to become aware of the charges against him. Normally, this will prompt him to accept the post. Therefore, you may send at least three letters before publishing it in the newspapers.
Madhu.T.K
From India, Kannur
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Take a look at these disciplinary actions:
Suspension without Pay: This is normally the next stage in progressive discipline after written warning(s). Suspension typically prevents work for a number of working days, as specified in the letter, and pay is docked accordingly. The length of a suspension without pay will be influenced by policy or contract requirements.
Reduction of Pay within a Class: This alternative is normally used when you do not wish to remove the employee from the work site but serious discipline is appropriate. It is most appropriately used in lieu of suspension without pay, in cases of chronic absenteeism or tardiness. The reduction of pay is for a specific period of time, related to the seriousness of the performance discrepancy or work rule violation, and noted in the letter. The disciplinary letter will incorporate the same elements included in a suspension letter. You may have to issue a letter of intent similar to that used in cases of suspension. Consult your L/ER Analyst on the procedure.
Demotion to a Lower Classification: This action involves movement of an employee to a lower level position and may be temporary or permanent.
Dismissal: This alternative is normally selected after performance counseling and progressive discipline have failed to get the employee's attention to the problem.
For a detailed overview of these actions, please consult the following web link - Chapter 23: Taking Disciplinary Action
From Singapore, Singapore
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Suspension without Pay: This is normally the next stage in progressive discipline after written warning(s). Suspension typically prevents work for a number of working days, as specified in the letter, and pay is docked accordingly. The length of a suspension without pay will be influenced by policy or contract requirements.
Reduction of Pay within a Class: This alternative is normally used when you do not wish to remove the employee from the work site but serious discipline is appropriate. It is most appropriately used in lieu of suspension without pay, in cases of chronic absenteeism or tardiness. The reduction of pay is for a specific period of time, related to the seriousness of the performance discrepancy or work rule violation, and noted in the letter. The disciplinary letter will incorporate the same elements included in a suspension letter. You may have to issue a letter of intent similar to that used in cases of suspension. Consult your L/ER Analyst on the procedure.
Demotion to a Lower Classification: This action involves movement of an employee to a lower level position and may be temporary or permanent.
Dismissal: This alternative is normally selected after performance counseling and progressive discipline have failed to get the employee's attention to the problem.
For a detailed overview of these actions, please consult the following web link - Chapter 23: Taking Disciplinary Action
From Singapore, Singapore
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Dear Supriya59,
Welcome to this open forum of knowledge sharing, and thank you for your first participation in the discussion on this forum. Your first contribution is a copy-paste. One thing is very appreciable: you have provided the source, sincerely.
It would have been more appreciated if you had confirmed its relevance to the current context, especially when a senior member or super moderator answers the query with an appropriate response. Your copy-paste content has no relevance to the Indian context.
My intention is not to demotivate you, but to provide a learning lesson. Lesson No.1: when a member gives a correct answer, appreciate it and add value to it if possible. I do the same.
In fact, I was considering voting to remove your post, but when I realized it was your first post, I decided to write all this.
Thank you.
From India, Mumbai
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Welcome to this open forum of knowledge sharing, and thank you for your first participation in the discussion on this forum. Your first contribution is a copy-paste. One thing is very appreciable: you have provided the source, sincerely.
It would have been more appreciated if you had confirmed its relevance to the current context, especially when a senior member or super moderator answers the query with an appropriate response. Your copy-paste content has no relevance to the Indian context.
My intention is not to demotivate you, but to provide a learning lesson. Lesson No.1: when a member gives a correct answer, appreciate it and add value to it if possible. I do the same.
In fact, I was considering voting to remove your post, but when I realized it was your first post, I decided to write all this.
Thank you.
From India, Mumbai
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Worker not in the mindset to accept the letter; rather, he, with the help of the union, made a huge drama in the department. We did not react to that also.
Can we display it on the notice board/main gate? What could be done about that?
From India, Aurangabad
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Can we display it on the notice board/main gate? What could be done about that?
From India, Aurangabad
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You can post the copy of the show cause notice on the notice board. However, if the delinquent employee is under suspension pending inquiry, they will not have the opportunity to see it as they are not allowed to enter the premises of the factory/office during the suspension period. The main gate of the factory is not an appropriate place for displaying such documents. There have been instances where posting show cause notices and termination letters on the main gate has resulted in issues such as human rights violations and exposure of confidential matters. The same issues may arise if the information is published in newspapers.
This matter is considered confidential between the employer and the employee. Therefore, it is advisable to attempt to reach the employee by post at least three times. If there is no response, then publishing the notice in the newspaper and proceeding with the necessary actions would be appropriate.
Madhu.T.K
From India, Kannur
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This matter is considered confidential between the employer and the employee. Therefore, it is advisable to attempt to reach the employee by post at least three times. If there is no response, then publishing the notice in the newspaper and proceeding with the necessary actions would be appropriate.
Madhu.T.K
From India, Kannur
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Dear Korgaonkar,
Thank you for your feedback, and I really appreciate your gesture of not deleting my post. In the future, I will try to publish content within the given guidelines only. Also, I request you to delete my post.
From Singapore, Singapore
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Thank you for your feedback, and I really appreciate your gesture of not deleting my post. In the future, I will try to publish content within the given guidelines only. Also, I request you to delete my post.
From Singapore, Singapore
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Another amusing post 'completely liberated' from all rules of grammar! No capital letters, punctuation, full stops, etc. I would seriously like to know if this is the current acceptable trend? I mean, do business schools allow answers to be written like this? It has been more than thirty years since I did my MBA. This kind of language would have landed my answer scripts in the dustbin, surely enough! But then, languages do change over the course of time, and maybe this has happened in today's academic world.
Coming to the topic under discussion, if the employee refuses to accept a show-cause notice in person or by mail, the same can be pasted on the entrance of his house and deemed to be delivered.
From India, New Delhi
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Coming to the topic under discussion, if the employee refuses to accept a show-cause notice in person or by mail, the same can be pasted on the entrance of his house and deemed to be delivered.
From India, New Delhi
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