Hello
One of our employees has resigned and serving the notice period. He is not paying any attention to work and remaining absent - CL allowed in notice period. I have tried to counsel him. However like all youngsters in 20s he is immature to understand that parting has to be on a good note. He is throwing tantrums and pciking up with all and sundry for imaginary grudges he has developed. (not me as a HR but every1 is of the same opinion) Its a Q. of a month and i dont want to invest more time on him. At the same i dont want the rest of the team to feel vulnerable. What i need from you all is a mail / message which emphasises the importance of sensible positive conduct / organisational behaviour during notice period / on resignation, to retreat gracefully.
Thank you,
Yours sincerely,
Pari
From India, Mumbai
19One of our employees has resigned and serving the notice period. He is not paying any attention to work and remaining absent - CL allowed in notice period. I have tried to counsel him. However like all youngsters in 20s he is immature to understand that parting has to be on a good note. He is throwing tantrums and pciking up with all and sundry for imaginary grudges he has developed. (not me as a HR but every1 is of the same opinion) Its a Q. of a month and i dont want to invest more time on him. At the same i dont want the rest of the team to feel vulnerable. What i need from you all is a mail / message which emphasises the importance of sensible positive conduct / organisational behaviour during notice period / on resignation, to retreat gracefully.
Thank you,
Yours sincerely,
Pari
From India, Mumbai
Dear Pari,
You can be graceful provided the other person understands the meaning of grace.
Such cases need to be dealt with iron hand. Give him a show cause notice. If he does not improve his behaviour, terminate him. This will send a right message to one and all.
In a worst case while issuing a service certificate (employment certificate) you can quote reasons of separation as "Termination".
Discipline is foundation of any organisation and no compromise should be tolerated. From your post, it appears that you are thinking more from your heart than head. You can think from heart no doubt but route to heart should go through head.
Ok...
Dinesh V Divekar
From India, Bangalore
You can be graceful provided the other person understands the meaning of grace.
Such cases need to be dealt with iron hand. Give him a show cause notice. If he does not improve his behaviour, terminate him. This will send a right message to one and all.
In a worst case while issuing a service certificate (employment certificate) you can quote reasons of separation as "Termination".
Discipline is foundation of any organisation and no compromise should be tolerated. From your post, it appears that you are thinking more from your heart than head. You can think from heart no doubt but route to heart should go through head.
Ok...
Dinesh V Divekar
From India, Bangalore
Hi,
Make all the possible works/duties by him or give him clerical work or any analysis part and etc.,
U must communicate/discuss with his reporting officer about his behaviour & try to give as much as typical jobs he can't handle.
HR is good for positive attitude employees & also ghost for negative attitude employees.
Don't forget a single coin has both head & tail in it.
Correct me if I am wrong.
Bye
From India, Hyderabad
Make all the possible works/duties by him or give him clerical work or any analysis part and etc.,
U must communicate/discuss with his reporting officer about his behaviour & try to give as much as typical jobs he can't handle.
HR is good for positive attitude employees & also ghost for negative attitude employees.
Don't forget a single coin has both head & tail in it.
Correct me if I am wrong.
Bye
From India, Hyderabad
Pari;
Under such circumstances the most prudent think to do would be to consider if the company actually wants this employee to serve out his notice period or not ??
the basic premise behind a notice period is to ensure a smooth seam less transition. Here the idea is self defeating.
I second Dinesh Divekar's view. Remember he is still an employee of the company untill the organisation relieves him officially and all the rules; regulations and procedures of the organisation; including disciplinary; are binding on him.
Please rethink
From India
Under such circumstances the most prudent think to do would be to consider if the company actually wants this employee to serve out his notice period or not ??
the basic premise behind a notice period is to ensure a smooth seam less transition. Here the idea is self defeating.
I second Dinesh Divekar's view. Remember he is still an employee of the company untill the organisation relieves him officially and all the rules; regulations and procedures of the organisation; including disciplinary; are binding on him.
Please rethink
From India
Hello Guys,
There might be legitimate reason why an employee is irregular to office. But an employee not willing to corporate needs to be released as this might have a negative impact on other employees.
In my case, I had resigned and now I am in a situtation where I have strained my back because of a freak accident. Doctor has adviced me to take up complete and continous pelvic traction. But, since I have duties to complete before i get released, I requested the doctor an alernative. He suggested heatwave, exercise and wearing the back support belt.
I requested the HR to release in 40/45 days so that I can start with the treatment for me to be fit once again. My senior manager is fine to release me, but the HR says! no matter what happens to me, I would need to come to office.
My back pains every time I sit in once place. It is sometimes even irritating. I am just lost as no one is willing to help me just because I have put my papers.
From India
There might be legitimate reason why an employee is irregular to office. But an employee not willing to corporate needs to be released as this might have a negative impact on other employees.
In my case, I had resigned and now I am in a situtation where I have strained my back because of a freak accident. Doctor has adviced me to take up complete and continous pelvic traction. But, since I have duties to complete before i get released, I requested the doctor an alernative. He suggested heatwave, exercise and wearing the back support belt.
I requested the HR to release in 40/45 days so that I can start with the treatment for me to be fit once again. My senior manager is fine to release me, but the HR says! no matter what happens to me, I would need to come to office.
My back pains every time I sit in once place. It is sometimes even irritating. I am just lost as no one is willing to help me just because I have put my papers.
From India
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Notice of Employee Change.doc
Five Ways To ... Conduct Informal Employee Checks.pdf