Dear All, In my organization , one of employee used abusing language to another employee in writing email. what type of action i can take against her.
From India, Chennai
From India, Chennai
Get to the bottom of the argument before taking any action and the nature of language used, but it's really unethical to use any kind of foul language in the mail, if her performance has been up to the mark in the past and if you feel she is an asset to the organization , probably a discussion in a closed cabin with a warning could be given to her provided she gives you an written apology and at the same time she apologizes to the person she has sent the mail to .
From India, Bangalore
2From India, Bangalore
Hi, 1. where that happened in office or out side the office. 2. if its happened in office then give them warning letter, and 2nd warning letter will termination.
From India, Mumbai
From India, Mumbai
Dear Vijay,
Regardless of the fact whether the communication has been made in the office or outside if it pertains to official subject the abusive language used in the email tentamounts to the misconduct. I agree with the opinions above of confronting the employee concerned with the abusive communication made by her in the cabin and advise her suitably and seek her apology in confidence failing which please issue a warning. Please ensure that the discussion with the employee concerned takes place in presence of another executive of your department or her department preferably a female.
Regards
S.K.Johri
From India, Delhi
Regardless of the fact whether the communication has been made in the office or outside if it pertains to official subject the abusive language used in the email tentamounts to the misconduct. I agree with the opinions above of confronting the employee concerned with the abusive communication made by her in the cabin and advise her suitably and seek her apology in confidence failing which please issue a warning. Please ensure that the discussion with the employee concerned takes place in presence of another executive of your department or her department preferably a female.
Regards
S.K.Johri
From India, Delhi
Dear MR Aditya,
In such cases, whether abusive language is used within the organisation or outside does not matter. The prime and main responsibility of HR is to maintain discipline, harmony which can be assured by taking appropriate action at appropriate time.
In my opinion, the employee must be served with a show cause notice and asked for proper reply on the issue and accordingly further action can be taken after taking into consideration his or her reply.
P K Sharma
From India, Delhi
In such cases, whether abusive language is used within the organisation or outside does not matter. The prime and main responsibility of HR is to maintain discipline, harmony which can be assured by taking appropriate action at appropriate time.
In my opinion, the employee must be served with a show cause notice and asked for proper reply on the issue and accordingly further action can be taken after taking into consideration his or her reply.
P K Sharma
From India, Delhi
whether the incident happened while communicating with official E-mail IDs. Then it is a misconduct and
action need to be taken.
Would also like to know whether HR has circulated E-mail Policy to all users
prescribing the minimum e-mail etiquette to be followed by all staff.
R K Nair
From India, Aizawl
action need to be taken.
Would also like to know whether HR has circulated E-mail Policy to all users
prescribing the minimum e-mail etiquette to be followed by all staff.
R K Nair
From India, Aizawl
HI,
Apex Management,
How you will interfer employees outside issues, for Ex. if employee disputes taken place in their home or room, is it ? HR need to enter in their disputes.
1. If employee sent mail by official mail Id,then HR should warn or take action because it comes under office premises.
From India, Mumbai
Apex Management,
How you will interfer employees outside issues, for Ex. if employee disputes taken place in their home or room, is it ? HR need to enter in their disputes.
1. If employee sent mail by official mail Id,then HR should warn or take action because it comes under office premises.
From India, Mumbai
Hello, You better talk to the employee concerned. You must give advice not to use abusive language again against another employee. I hope you get things cleared out. Good luck!
From Philippines, Cebu
From Philippines, Cebu
Dear Aditya,
A good workforce of any establishment or factory is a asset and there is no harm if the HR indulge into settlement of any sort of complaint / dispute whether within or outside the premises.
Moreover, I do not feel any harm if the HR even get involve into personal issues of the workforce. I remember, when I was in service, I had settled certain minor disputes within the family of workers or their friend circle, understand their problems whether relating to the school admission of their wards or medical treatment of their parents etc. etc. by advancing money either from my employer or from my own pocket. At the same time taking appropriate disciplinary action against the guilty is equally important to maintain discipline and peaceful working. In this particular case, if the employee has used abusive language through email it is on the record and HR can go through it, understand the circumstances and situations and decide further action.
It is a goodwill gesture and you can win over the hearts of the workforce. They will definitely listen to your directions always.
P K Sharma
From India, Delhi
A good workforce of any establishment or factory is a asset and there is no harm if the HR indulge into settlement of any sort of complaint / dispute whether within or outside the premises.
Moreover, I do not feel any harm if the HR even get involve into personal issues of the workforce. I remember, when I was in service, I had settled certain minor disputes within the family of workers or their friend circle, understand their problems whether relating to the school admission of their wards or medical treatment of their parents etc. etc. by advancing money either from my employer or from my own pocket. At the same time taking appropriate disciplinary action against the guilty is equally important to maintain discipline and peaceful working. In this particular case, if the employee has used abusive language through email it is on the record and HR can go through it, understand the circumstances and situations and decide further action.
It is a goodwill gesture and you can win over the hearts of the workforce. They will definitely listen to your directions always.
P K Sharma
From India, Delhi
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