Hello, can anyone suggest how to go about the warning letter issued to the employee for his careless attitude which has caused financial loss to the company
From India, Mumbai
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2From India, Mumbai
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Narrate the facts, indicate the seriousness and finally warn the employee of serious action in case it is repeated.
From India, Mumbai
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From India, Mumbai
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Dear Kavita,
"Careless attitude" is a generic expression. It does not bring out the exact misconduct of the employee. However, because of the employee's carelessness, if your company has suffered losses, then issue him the show-cause notice. However, before issuing the show-cause notice, consider the following questions:
a) Was carelessness related to primary or secondary duty? Did the employee violate any SOP, policy, rule, regulation, etc.?
b) Other than the defaulting employee in question, was there involvement of any other employee?
c) Who discovered the carelessness, how it was discovered, what was the role of HOD during his carelessness?
d) Was the employee careless for the first time, or is he careless in his other duties as well?
e) Was the employee given any verbal warning by his HOD or anyone else? Was the previous incident connected with the latest incident?
If the employee has inflicted losses on the company, then letting off the employee with the warning letter is as good as condoning the misconduct. Therefore, I recommend some strong punishment like withholding future annual salary increment by 3-6 months. A company should recover a nominal amount of the loss, and delaying salary increment is better than forfeiting some amount from his monthly salary.
Thanks,
Dinesh Divekar
From India, Bangalore
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"Careless attitude" is a generic expression. It does not bring out the exact misconduct of the employee. However, because of the employee's carelessness, if your company has suffered losses, then issue him the show-cause notice. However, before issuing the show-cause notice, consider the following questions:
a) Was carelessness related to primary or secondary duty? Did the employee violate any SOP, policy, rule, regulation, etc.?
b) Other than the defaulting employee in question, was there involvement of any other employee?
c) Who discovered the carelessness, how it was discovered, what was the role of HOD during his carelessness?
d) Was the employee careless for the first time, or is he careless in his other duties as well?
e) Was the employee given any verbal warning by his HOD or anyone else? Was the previous incident connected with the latest incident?
If the employee has inflicted losses on the company, then letting off the employee with the warning letter is as good as condoning the misconduct. Therefore, I recommend some strong punishment like withholding future annual salary increment by 3-6 months. A company should recover a nominal amount of the loss, and delaying salary increment is better than forfeiting some amount from his monthly salary.
Thanks,
Dinesh Divekar
From India, Bangalore
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Attitude is the easily visible thing but can never be proved. Whenever you write a letter/memo to an employee, each word has to be proved.
Hence, be specific, clear, and to the point first, and ensure you have documentary evidence ideally, and if not at least witnesses.
Your letter will have the necessary impact if you have them. With cameras all around, evidence collection must be easy.
From India, Madras
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Hence, be specific, clear, and to the point first, and ensure you have documentary evidence ideally, and if not at least witnesses.
Your letter will have the necessary impact if you have them. With cameras all around, evidence collection must be easy.
From India, Madras
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Hello, can anyone suggest how to go about the warning letter issued to the employee for his careless attitude which has caused financial loss to the company?
One will have to be more specific about what the careless attitude shown is and how it is related to financial loss. The act has to be specified, and the loss has to be quantified first. Warning letters need to be specific.
A warning letter to an employee is a formal HR process to record misconduct, a disciplinary issue, or poor performance and discuss it with the employee. The letter also helps in setting expectations for future behavior and may be a precursor to termination. So be clear in mind about the need and occasion to issue a warning letter.
From India, Pune
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One will have to be more specific about what the careless attitude shown is and how it is related to financial loss. The act has to be specified, and the loss has to be quantified first. Warning letters need to be specific.
A warning letter to an employee is a formal HR process to record misconduct, a disciplinary issue, or poor performance and discuss it with the employee. The letter also helps in setting expectations for future behavior and may be a precursor to termination. So be clear in mind about the need and occasion to issue a warning letter.
From India, Pune
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Dear colleague,
Greetings!
Please do not engage in any immature behavior. You need to communicate with the employee before providing anything in writing. What do you mean by a careless attitude? Due to your incorrect HR practices, your company could face unnecessary litigations. First, talk to the employee, then consider your actions.
Regards
From India, Mumbai
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Greetings!
Please do not engage in any immature behavior. You need to communicate with the employee before providing anything in writing. What do you mean by a careless attitude? Due to your incorrect HR practices, your company could face unnecessary litigations. First, talk to the employee, then consider your actions.
Regards
From India, Mumbai
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Dear Kavitha, You can go through the clauses mentioned in Certified Standing Orders of the company for initiating disciplinary action
From India, Bengaluru
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From India, Bengaluru
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Dear Madam,
Before taking any proposed action, you need to ascertain the following:
- Whether your establishment falls within the purview of The Industrial Employment Standing Orders Act/Rules or if you have Service Rules in place containing disciplinary procedures.
- There is clinching evidence to establish a nexus between the careless act and the financial loss caused.
- If the financial loss is not significant, then a warning letter is sufficient. This can be issued by providing facts of the case, referencing relevant standing orders/service rules related to misconduct, and wording it appropriately.
- Under the Model Standing Orders, a warning letter can be issued with or without calling for an explanation.
Regards,
Vinayak Nagarkar HR and Employee Relations Consultant
From India, Mumbai
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Before taking any proposed action, you need to ascertain the following:
- Whether your establishment falls within the purview of The Industrial Employment Standing Orders Act/Rules or if you have Service Rules in place containing disciplinary procedures.
- There is clinching evidence to establish a nexus between the careless act and the financial loss caused.
- If the financial loss is not significant, then a warning letter is sufficient. This can be issued by providing facts of the case, referencing relevant standing orders/service rules related to misconduct, and wording it appropriately.
- Under the Model Standing Orders, a warning letter can be issued with or without calling for an explanation.
Regards,
Vinayak Nagarkar HR and Employee Relations Consultant
From India, Mumbai
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