The post is concealing much, more than what it discloses. Pl clarify, what sort of investigation is contemplated, is it fact finding inquiry or show cause notice or charge sheet. At any rate, the starting point is to get a complaint stating the exact words used. Thereafter quoting the complaint, depending on the mode (as stated above) the communication is to be addressed to the accused employee.
From India, Mumbai
1422From India, Mumbai
Dear HR Info System,
This is in addition to what senior member of this forum KK!HR has said. Abuse is a result of either frustration or conflict. So what exactly happened? Who were the witnesses? Have you taken the statements from the witnesses?
In fact, your post is little misplaced. If some employee abuses HR Head, then why HR Head is unable to handle the situation on his/her own? Why you or HR Head is looking for advice on this forum? In fact when query like this appears on the forum, it is HR Head is supposed to guide. However, what we are observing is complete contrast!
Thanks,
Dinesh Divekar
From India, Bangalore
This is in addition to what senior member of this forum KK!HR has said. Abuse is a result of either frustration or conflict. So what exactly happened? Who were the witnesses? Have you taken the statements from the witnesses?
In fact, your post is little misplaced. If some employee abuses HR Head, then why HR Head is unable to handle the situation on his/her own? Why you or HR Head is looking for advice on this forum? In fact when query like this appears on the forum, it is HR Head is supposed to guide. However, what we are observing is complete contrast!
Thanks,
Dinesh Divekar
From India, Bangalore
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