Hello Nijan,
Can you pl give more details about the activities of your company?
1] What is the company into--manufacturing or BPO or.....?
2] What is the employee strength--in different grades like workmen, supervisory, executive?
3] You mentioned that you did hold a counseling session--what were the reasons given for the employee's work attitude? Were they reasonable from your point-of-view?
4] Do you have any effective Union?
While 'Termination' always remains an OPTION for any HR person, that doesn't mean that it can be exercised for any or all such behavioural situations. Like you are aware, quite often the 'soft-blow' is more effective in the long-run for an organization.
Your options depend on the details of the case--so suggest mention the inputs mentioned above & the members would be able to give you more focused & appropriate suggestions.
Rgds,
TS
From India, Hyderabad
1641Can you pl give more details about the activities of your company?
1] What is the company into--manufacturing or BPO or.....?
2] What is the employee strength--in different grades like workmen, supervisory, executive?
3] You mentioned that you did hold a counseling session--what were the reasons given for the employee's work attitude? Were they reasonable from your point-of-view?
4] Do you have any effective Union?
While 'Termination' always remains an OPTION for any HR person, that doesn't mean that it can be exercised for any or all such behavioural situations. Like you are aware, quite often the 'soft-blow' is more effective in the long-run for an organization.
Your options depend on the details of the case--so suggest mention the inputs mentioned above & the members would be able to give you more focused & appropriate suggestions.
Rgds,
TS
From India, Hyderabad
Hi Nijan,
From your post, it does not seem that your employees are afraid of losing their jobs.... If they had job insecurity, they would try to be more vigilant. Such employees are bad fruits, that sometimes had to be removed from the basket.
But do you also have labour organisation/union in the company? In the question, are you talking of office staff or factory labour staff?
The expectations/reactions/laws would be different in both cases.
At certain time, strict action has to be taken in right time. If an employee shows up drunk to office, it is not only breach of office conduct code, but also a grave safety issue for himself as well as everybody around.
The first point of action should have been to not allow the employee into the office in such state, or ask him to go home immediately, upon report from the security (or report to medical center, if available in the company). Followed by a written warning letter, indicating deduction of leave for that day & demanding to stop this kind of bad practice in future.
You can still issue a warning letter now, though it does not stand that much, as you can't treat it as leave, also won't be able to prove now that they were really drunk. Asking to take blood test may only worsen the matters in employees mind.
For the employees taking uninformed leaves, you should give the first verbal warning for now. I don't think it is worth a written warning. But also try to understand the reasons behind their leave & ask them to submit the predated leave application with reasons. If the reasons given are not acceptable/practical, then issue a memo making this leave unpaid, so they know they will still be reporting to the organization for this conduct.
The best way to remove their job insecurity, is to remind them that they are still employed in the organization.
Don't involve internal/external counselors until last resort, as their reports may not be very transperant to the employees. That increases job unsecurity. Try to keep the communication direct & clear.
Don't threaten them of termination in the first warning letters, but make them aware of the rules & penalties if they are broken. It is also not wrong to point out that organization can only tolerate up to a certain point & purpose/ranking of the warning letters is that they do not want to go to that extent yet.
Regards,
Amod.
From your post, it does not seem that your employees are afraid of losing their jobs.... If they had job insecurity, they would try to be more vigilant. Such employees are bad fruits, that sometimes had to be removed from the basket.
But do you also have labour organisation/union in the company? In the question, are you talking of office staff or factory labour staff?
The expectations/reactions/laws would be different in both cases.
At certain time, strict action has to be taken in right time. If an employee shows up drunk to office, it is not only breach of office conduct code, but also a grave safety issue for himself as well as everybody around.
The first point of action should have been to not allow the employee into the office in such state, or ask him to go home immediately, upon report from the security (or report to medical center, if available in the company). Followed by a written warning letter, indicating deduction of leave for that day & demanding to stop this kind of bad practice in future.
You can still issue a warning letter now, though it does not stand that much, as you can't treat it as leave, also won't be able to prove now that they were really drunk. Asking to take blood test may only worsen the matters in employees mind.
For the employees taking uninformed leaves, you should give the first verbal warning for now. I don't think it is worth a written warning. But also try to understand the reasons behind their leave & ask them to submit the predated leave application with reasons. If the reasons given are not acceptable/practical, then issue a memo making this leave unpaid, so they know they will still be reporting to the organization for this conduct.
The best way to remove their job insecurity, is to remind them that they are still employed in the organization.
Don't involve internal/external counselors until last resort, as their reports may not be very transperant to the employees. That increases job unsecurity. Try to keep the communication direct & clear.
Don't threaten them of termination in the first warning letters, but make them aware of the rules & penalties if they are broken. It is also not wrong to point out that organization can only tolerate up to a certain point & purpose/ranking of the warning letters is that they do not want to go to that extent yet.
Regards,
Amod.
Dear Members,
In my opinion as a HR the employee has to be give 3 chances and if the situation does not improves, then we can take the last decision of terminating. As said by other members, we have taken the employee into confidence and solve the issues. Terminating the services of employees without prima facie is not advisable.
From United States, Chicago
In my opinion as a HR the employee has to be give 3 chances and if the situation does not improves, then we can take the last decision of terminating. As said by other members, we have taken the employee into confidence and solve the issues. Terminating the services of employees without prima facie is not advisable.
From United States, Chicago
Dear All,
As per above issue there is no any sort of necessity to terminate them why because if any is absent consecutively for 10 without prior approval they would be liable for action,if not so ask for their explanation if it is not satisfactory for the Higher Authorities issue them warning if it repeats again they will be terminated.
RAGHU
From India, Bhopal
As per above issue there is no any sort of necessity to terminate them why because if any is absent consecutively for 10 without prior approval they would be liable for action,if not so ask for their explanation if it is not satisfactory for the Higher Authorities issue them warning if it repeats again they will be terminated.
RAGHU
From India, Bhopal
In any case HR should not compromise with Disciplin action. If you allow once people will ride on you & expectation to pamper them will continue.
I think in consultation with senior management, you should take some harsh disciplined action to create better productive work culture.
From India, Ahmedabad
I think in consultation with senior management, you should take some harsh disciplined action to create better productive work culture.
From India, Ahmedabad
First check what is the clauses on this matter in your standing orders (orin model standing orders if you do not have certified standing orders). If these matters amount to serious misconduct, you should suspend them immediately and conduct a domestic enquiry and terminate them. If not, then you need to give a show cause and issue warning to build up a case.
Your management is right and there is no place in a company for someone who comes to work drunk. These employees should be removed as soon as possible. If not, you will encourage others to behave in the same way. Find the best way to deal with the matter in line with your management's decision
From India, Mumbai
Your management is right and there is no place in a company for someone who comes to work drunk. These employees should be removed as soon as possible. If not, you will encourage others to behave in the same way. Find the best way to deal with the matter in line with your management's decision
From India, Mumbai
1. issue circular stating indiscipline will not be tolerated and coming to factory in drunken state is banned
In case of Worker cadre:
1. give oral warning to employees who are not following guidelines and advisory note should be issued if oral warning is not working
2. issue warning letter to employees who continue to be undisciplined
3. issue charge sheet
4. conduct proper inquiry , collect evidences, take written statements
5. conduct formal hearing
6.issue show cause notice
7. impose punishment
In case of supervisory or Managerial staff:
1. give oral warning and Advisory note
2. give written warning and take written apology
3. give second warning
4. Give third warning
5. give notice as per appointment terms and conditions and terminate
From India, Mumbai
In case of Worker cadre:
1. give oral warning to employees who are not following guidelines and advisory note should be issued if oral warning is not working
2. issue warning letter to employees who continue to be undisciplined
3. issue charge sheet
4. conduct proper inquiry , collect evidences, take written statements
5. conduct formal hearing
6.issue show cause notice
7. impose punishment
In case of supervisory or Managerial staff:
1. give oral warning and Advisory note
2. give written warning and take written apology
3. give second warning
4. Give third warning
5. give notice as per appointment terms and conditions and terminate
From India, Mumbai
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