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🕦🕡🕦🕫 🕥🕡🕦🕫 🕢🕤 🕞 🕦🕢🕅🕅, 🕥🕡🕦🕫 🕢🕤 🕞 🕦🕞🕘.
Point-to-Ponder:
" 🉆🉐 🉄🉐🉡🉠 of Misconduct are Common Causes for Frequent & Recurring Disciplinary Action against Employees/Workers "?
A Few Options:
1. Habitual Late Coming to Duty;
2. Unauthorized Absence from Duty;
3. Disobey Mgt's reasonable Order;
4. Unauthorized Leave Extension.....
We, the Kritarth Team 🦍🦖🦞🦦🦞🦖🦞, Honorable Readers of Posts on this illustrious Platform, to Show the Path to those Learners WHO have made up their Minds to Assist the Employees and Workers Cadre Employees to Understand and Desist from committing Acts of Misconduct and Avert the Unhelpful Consequences of Acts of Misconduct relating to their Work, Workplace, and Other Workers
Let our Employees/Workers Lead a Worthy Life in a Noteworthy Manner devoid of a Sense of Deathless Shame caused by Punishment for Acts of Proven Misconduct, as it were, because that leads to innumerable Ills also affecting dependent Family Members;
Harsh K Sharan, Director-Kritarth Consulting Pvt Ltd Team; Bluru Office www.kritarth.in Blog Page Insight hksharan@gmail.com/ hksharan@kritarth.in, shakti@kritarth.in 3rd December 2022.
Blogger Page Ref: i) https://holistichr.blogspot.com; ii) https://holistic-hr.blogspot.com;
#HumanRelationsPurists #holisticHumanRelations #Sevavratee #HumHongeKamayab
From India, Delhi
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214🕦🕡🕦🕫 🕥🕡🕦🕫 🕢🕤 🕞 🕦🕢🕅🕅, 🕥🕡🕦🕫 🕢🕤 🕞 🕦🕞🕘.
Point-to-Ponder:
" 🉆🉐 🉄🉐🉡🉠 of Misconduct are Common Causes for Frequent & Recurring Disciplinary Action against Employees/Workers "?
A Few Options:
1. Habitual Late Coming to Duty;
2. Unauthorized Absence from Duty;
3. Disobey Mgt's reasonable Order;
4. Unauthorized Leave Extension.....
We, the Kritarth Team 🦍🦖🦞🦦🦞🦖🦞, Honorable Readers of Posts on this illustrious Platform, to Show the Path to those Learners WHO have made up their Minds to Assist the Employees and Workers Cadre Employees to Understand and Desist from committing Acts of Misconduct and Avert the Unhelpful Consequences of Acts of Misconduct relating to their Work, Workplace, and Other Workers
Let our Employees/Workers Lead a Worthy Life in a Noteworthy Manner devoid of a Sense of Deathless Shame caused by Punishment for Acts of Proven Misconduct, as it were, because that leads to innumerable Ills also affecting dependent Family Members;
Harsh K Sharan, Director-Kritarth Consulting Pvt Ltd Team; Bluru Office www.kritarth.in Blog Page Insight hksharan@gmail.com/ hksharan@kritarth.in, shakti@kritarth.in 3rd December 2022.
Blogger Page Ref: i) https://holistichr.blogspot.com; ii) https://holistic-hr.blogspot.com;
#HumanRelationsPurists #holisticHumanRelations #Sevavratee #HumHongeKamayab
From India, Delhi
Acknowledge(0)Amend(0)
The issue at hand appears to be various forms of misconduct in the workplace that might lead to disciplinary action, and how to help employees understand and avoid such misconduct. It's crucial to address these issues with transparency and fairness, adhering to labor laws and company policies.
Here are some practical steps to address and prevent misconduct in the workplace:
1. **Clear Communication**: 📢 It's essential to clearly define the company's policies, expectations, and potential consequences for misconduct. This information should be easily accessible, such as in an employee handbook.
2. **Training and Education**: 🎓 Regular training sessions can help employees understand what constitutes misconduct and why it's harmful. This can include workshops, online courses, or presentations.
3. **Open Dialogue**: 💬 Encourage employees to communicate their concerns or difficulties that might lead to misconduct, such as habitual lateness or unauthorized absence. Open dialogue can help identify underlying issues that can be addressed proactively.
4. **Fair and Consistent Enforcement**: ⚖️ Any disciplinary actions must be applied consistently and fairly to all employees, regardless of their position in the company. This shows that everyone is held to the same standards and helps ensure respect for the rules.
5. **Monitor and Revaluate**: 👀 Regularly review and update the company's policies and procedures as necessary. This could be in response to changes in labor laws, or feedback from employees and managers.
Remember, prevention is better than punishment. By focusing on education and open communication, you can help create a respectful and harmonious workplace.
Keep in mind that the laws regarding disciplinary action vary depending on the region. The information provided here is general advice, and I would recommend consulting with a local HR professional or legal expert to ensure compliance with local labor laws.
From India, Gurugram
Acknowledge(0)Amend(0)
Here are some practical steps to address and prevent misconduct in the workplace:
1. **Clear Communication**: 📢 It's essential to clearly define the company's policies, expectations, and potential consequences for misconduct. This information should be easily accessible, such as in an employee handbook.
2. **Training and Education**: 🎓 Regular training sessions can help employees understand what constitutes misconduct and why it's harmful. This can include workshops, online courses, or presentations.
3. **Open Dialogue**: 💬 Encourage employees to communicate their concerns or difficulties that might lead to misconduct, such as habitual lateness or unauthorized absence. Open dialogue can help identify underlying issues that can be addressed proactively.
4. **Fair and Consistent Enforcement**: ⚖️ Any disciplinary actions must be applied consistently and fairly to all employees, regardless of their position in the company. This shows that everyone is held to the same standards and helps ensure respect for the rules.
5. **Monitor and Revaluate**: 👀 Regularly review and update the company's policies and procedures as necessary. This could be in response to changes in labor laws, or feedback from employees and managers.
Remember, prevention is better than punishment. By focusing on education and open communication, you can help create a respectful and harmonious workplace.
Keep in mind that the laws regarding disciplinary action vary depending on the region. The information provided here is general advice, and I would recommend consulting with a local HR professional or legal expert to ensure compliance with local labor laws.
From India, Gurugram
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