Can we send a written warning letter to an employee who had stopped working without any prior intimation to HR? After calling her personally, she is asking for clarification regarding a salary discrepancy. Can we take action against these kinds of employees? Please provide me with any format for a written warning.
From India, Hyderabad
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2From India, Hyderabad
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Dear Manjula,
Sudden stoppage of work or refusal to work without any valid reasons such as power disruption, mechanical failure, or lack of safety measures in the workstation is misconduct that requires the initiation of formal disciplinary proceedings. During an informal inquiry later, if the worker links it to her salary discrepancy, it proves that she acted wantonly. In such a situation, you cannot immediately issue a warning letter to her. It is better to initiate disciplinary action by asking for her explanation and then decide whether to warn her after analyzing her written explanation.
From India, Salem
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Sudden stoppage of work or refusal to work without any valid reasons such as power disruption, mechanical failure, or lack of safety measures in the workstation is misconduct that requires the initiation of formal disciplinary proceedings. During an informal inquiry later, if the worker links it to her salary discrepancy, it proves that she acted wantonly. In such a situation, you cannot immediately issue a warning letter to her. It is better to initiate disciplinary action by asking for her explanation and then decide whether to warn her after analyzing her written explanation.
From India, Salem
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Dear Manjula,
In your company, an employee stops reporting for duties due to the perceived discrepancy in her salary. When the HR professional contacts her, she informs him/her that she will resume duties when the salary discrepancy is fixed. You have seen her failure to report for duties as a matter of indiscipline and want a draft of the warning letter or show-cause notice to her.
However, we, the members of this forum, view the case as a third party, and the question that comes to one's mind is why the employee perceives the discrepancy. For how long has the employee been working with you, and did any manager give her verbal assurance on the salary hike? Is it that when the commitment on the salary raise was not met, the employee felt let down and stopped reporting for duty?
There has to be some cause for misunderstanding on the issue of the salary. Finding fault with the employee on account of her absence is fine, but please find out whether or not anyone else has a finger in the pie.
By now, the information on the absence of the employee must have been spread among the other employees. If she is in touch with the other employees informally, then probably her side of the story could go around. If other employees also perceive that injustice has been done to her, then there is a risk of lowering the company's image in their eyes too.
In view of this, you may give us complete information on the incident. For the members of this forum, the incident highlights the importance of formal communication in the organization. The higher the level of formal communication in the company, the fewer are such instances.
Thanks,
Dinesh Divekar
From India, Bangalore
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In your company, an employee stops reporting for duties due to the perceived discrepancy in her salary. When the HR professional contacts her, she informs him/her that she will resume duties when the salary discrepancy is fixed. You have seen her failure to report for duties as a matter of indiscipline and want a draft of the warning letter or show-cause notice to her.
However, we, the members of this forum, view the case as a third party, and the question that comes to one's mind is why the employee perceives the discrepancy. For how long has the employee been working with you, and did any manager give her verbal assurance on the salary hike? Is it that when the commitment on the salary raise was not met, the employee felt let down and stopped reporting for duty?
There has to be some cause for misunderstanding on the issue of the salary. Finding fault with the employee on account of her absence is fine, but please find out whether or not anyone else has a finger in the pie.
By now, the information on the absence of the employee must have been spread among the other employees. If she is in touch with the other employees informally, then probably her side of the story could go around. If other employees also perceive that injustice has been done to her, then there is a risk of lowering the company's image in their eyes too.
In view of this, you may give us complete information on the incident. For the members of this forum, the incident highlights the importance of formal communication in the organization. The higher the level of formal communication in the company, the fewer are such instances.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Manjula,
Not reporting to work is willfully abandoning the job, and one can initiate a 3-notice process to report back (through registered post) with a 10-day gap for each notice (opportunity to reply). Later, in case of non-reporting, the standing order can be terminated for voluntarily abandoning the job.
Urging the employee to rejoin and follow the grievance management process. If she reports, stop the process and listen to her in good faith, then respond back in writing.
Internal displeasure or disagreement should have a separate mechanism as per each organization's grievance management process/standing orders. There needs to be a clear line on discipline and grievance.
Regards,
Abhishek
From India, Chicalim
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Not reporting to work is willfully abandoning the job, and one can initiate a 3-notice process to report back (through registered post) with a 10-day gap for each notice (opportunity to reply). Later, in case of non-reporting, the standing order can be terminated for voluntarily abandoning the job.
Urging the employee to rejoin and follow the grievance management process. If she reports, stop the process and listen to her in good faith, then respond back in writing.
Internal displeasure or disagreement should have a separate mechanism as per each organization's grievance management process/standing orders. There needs to be a clear line on discipline and grievance.
Regards,
Abhishek
From India, Chicalim
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Dear Manjula Gugilla,
First of all, you should find out the exact reason why he or she is not working. This whole problem can be easily resolved by communicating with the employee. If the person comes with a valid reason that requires serious attention, then you should do the needful at the earliest possible.
Now, if he or she refuses to work even after doing all the necessary steps, then you can issue a warning letter. In simpler words, you should rely on a warning letter only when you have done your part and still fail to convince the employee.
Hope it helps you.
From India, Noida
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First of all, you should find out the exact reason why he or she is not working. This whole problem can be easily resolved by communicating with the employee. If the person comes with a valid reason that requires serious attention, then you should do the needful at the earliest possible.
Now, if he or she refuses to work even after doing all the necessary steps, then you can issue a warning letter. In simpler words, you should rely on a warning letter only when you have done your part and still fail to convince the employee.
Hope it helps you.
From India, Noida
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Dear Member,
If by now the issue is still unsettled, you may wish to contact the concerned individual for a discussion via email or letter, specifying a date and time. Since there has been a raised concern regarding a pay/salary discrepancy, it would be beneficial to understand the problem, address it, and come to a resolution. If there is no response to this communication as well, you may send a notice after the scheduled meeting date to the employee regarding the proposed action of disengagement if they fail to report for duty by a specific date as per the notice.
Thank you.
From India, Lucknow
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If by now the issue is still unsettled, you may wish to contact the concerned individual for a discussion via email or letter, specifying a date and time. Since there has been a raised concern regarding a pay/salary discrepancy, it would be beneficial to understand the problem, address it, and come to a resolution. If there is no response to this communication as well, you may send a notice after the scheduled meeting date to the employee regarding the proposed action of disengagement if they fail to report for duty by a specific date as per the notice.
Thank you.
From India, Lucknow
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WARNING LETTER FOR ABSENCE.doc