What would you do in a situation where an Assistant General Manager sets up a disciplinary committee that is not provided for by the Company handbook and what is provided for is an arbitration panel to be set up by the human resource manager
2. If the time set in the company's handbook as late is 8:30 am and someone calls in saying his car has a flat tire that is why he is running late. What would you do as a hr personnel?
From Nigeria
2. If the time set in the company's handbook as late is 8:30 am and someone calls in saying his car has a flat tire that is why he is running late. What would you do as a hr personnel?
From Nigeria
Dear Amarcruize,
Your post shows that you are from Nigeria. Therefore, the reply has been given assuming that you are from Nigeria. The replies to your questions are as below:
1. What would you do in a situation where an Assitant General Manager sets up a disciplinary committee that is not provided for by the Company hand book and what is provided for is an arbitration panel to be set up by the human resource manager.
Reply: - Nigeria is a democratic country. Therefore, it is important to follow principles of natural justice. Nothing wrong if you order domestic enquiry to investigate the incident or the misconduct by an employee. The principles of natural justice override the company handbook. However, in the case at hand that you have mentioned, while AGM orders enquiry, the HR manager constitutes arbitration panel. Why is there a discord between the two?
2. If the time set in the companies handbook as late is 8:30 am and someone calls in saying his car has a flat tire that is why he is running late. What would you do as a hr personnel?
Reply: - Late-coming is misconduct. Whether to condone it or not, is your discretion. However, while condoning the misconduct, check how many times an employee is involved and truthfulness of the reasons for the late-coming.
Thanks,
Dinesh Divekar : -
From India, Bangalore
7736Your post shows that you are from Nigeria. Therefore, the reply has been given assuming that you are from Nigeria. The replies to your questions are as below:
1. What would you do in a situation where an Assitant General Manager sets up a disciplinary committee that is not provided for by the Company hand book and what is provided for is an arbitration panel to be set up by the human resource manager.
Reply: - Nigeria is a democratic country. Therefore, it is important to follow principles of natural justice. Nothing wrong if you order domestic enquiry to investigate the incident or the misconduct by an employee. The principles of natural justice override the company handbook. However, in the case at hand that you have mentioned, while AGM orders enquiry, the HR manager constitutes arbitration panel. Why is there a discord between the two?
2. If the time set in the companies handbook as late is 8:30 am and someone calls in saying his car has a flat tire that is why he is running late. What would you do as a hr personnel?
Reply: - Late-coming is misconduct. Whether to condone it or not, is your discretion. However, while condoning the misconduct, check how many times an employee is involved and truthfulness of the reasons for the late-coming.
Thanks,
Dinesh Divekar : -
From India, Bangalore
I have a slightly different opinion
Note that I have zero knowledge of Nigerial Labour Laws and therefore talking from normal practices only.
1. Your AGM can conduct an investigation if the incident is within his department or concerns employees working under him. However, he has no right to set up a disciplinary committee if it is not allowed under your company's rules or procedure. If he does create one, it can be only with the approval of the CEO / MD or Board of Directors.
The entire purpose of having handbook and rules is that it stops arbitrary behaviour, specially of entitled people.
2. The purpose of your question is unclear. He is just informing you? Or does he need you to inform someone he has an appointment with or is he late for a meeting you are involved in?
If it is being done because there is a penalty for late arrival, the penalty will apply in any case. However, a senior manager (depending on your corporate structure) can waive the penalty if it was genuine (and as Dinesh said,) not repeated a number of times before.
From India, Mumbai
Note that I have zero knowledge of Nigerial Labour Laws and therefore talking from normal practices only.
1. Your AGM can conduct an investigation if the incident is within his department or concerns employees working under him. However, he has no right to set up a disciplinary committee if it is not allowed under your company's rules or procedure. If he does create one, it can be only with the approval of the CEO / MD or Board of Directors.
The entire purpose of having handbook and rules is that it stops arbitrary behaviour, specially of entitled people.
2. The purpose of your question is unclear. He is just informing you? Or does he need you to inform someone he has an appointment with or is he late for a meeting you are involved in?
If it is being done because there is a penalty for late arrival, the penalty will apply in any case. However, a senior manager (depending on your corporate structure) can waive the penalty if it was genuine (and as Dinesh said,) not repeated a number of times before.
From India, Mumbai
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
H.R.Manager - Job Chart.doc
152120-very-use ful-hr-manageme nt-software-bui lt-excel-psa-hr -manager-mainta in-payrrol-exce l-soft.zip
Signs of a Good Manager.ppt