Hi Everyone,
I request your suggestion in the following case.
Two of our employees had an argument and they had used unparliamentary language. This happened infront of all the other employees and during working hours.
I request you to tell me what kind of letter to be given as per process?
Shall i give them a showcause notice letter and then a warning letter.
Few superiors are asking to give suspension letters.
Request your suggestion asap.
Thanks & Regards
From India, Mumbai
I request your suggestion in the following case.
Two of our employees had an argument and they had used unparliamentary language. This happened infront of all the other employees and during working hours.
I request you to tell me what kind of letter to be given as per process?
Shall i give them a showcause notice letter and then a warning letter.
Few superiors are asking to give suspension letters.
Request your suggestion asap.
Thanks & Regards
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From India, Mumbai
Dear Pratapsvr, Issue a show cause notice to both the employees and get to the cause of fight. i am sure professional would not behave that way unless and until there is a major issue. All the best.
From India, Mumbai
80From India, Mumbai
Dear Friend
Suspension pending enquiry can be given immediatly, if it is late there is no meaning in it. That too it is necessary if it affect others job/work nature. See the argument in between a senior or supervisor.
Regards
Draft letter
To
Mr/Mrs/Miss
Designation..
SUSPENSION ORDER
Certain serious misconduct has been alleged against you. In order to maintain industrial discipline and smooth functioning of the organization, you are hereby placed under suspension pending enquiry with immediate effect.
The charge sheet will follow.
You are entitled to receive subsistence allowance as per the Act.
Please acknowledge receipt of the order.
for...........................
Signature
I think the above formate may be useful for u.
Regards
alphonse
From India, Madras
Suspension pending enquiry can be given immediatly, if it is late there is no meaning in it. That too it is necessary if it affect others job/work nature. See the argument in between a senior or supervisor.
Regards
Draft letter
To
Mr/Mrs/Miss
Designation..
SUSPENSION ORDER
Certain serious misconduct has been alleged against you. In order to maintain industrial discipline and smooth functioning of the organization, you are hereby placed under suspension pending enquiry with immediate effect.
The charge sheet will follow.
You are entitled to receive subsistence allowance as per the Act.
Please acknowledge receipt of the order.
for...........................
Signature
I think the above formate may be useful for u.
Regards
alphonse
From India, Madras
You can issue them show cause notices and ask for their explanation. If they admit the misconduct , you can warn them in writing not to repeat such things and spoil the office atmosphere and maintain peace and discpline. If they do not agree then call for enquiry and based on enquiry report take suitable action. Any way this kind of things should not be taken lenient view
B.Dakshina murty
From India, Hyderabad
B.Dakshina murty
From India, Hyderabad
First of all , give them a show cause notice........
if u satisfy with their answer then forgive them with a warning
or if they are guilty & they accept then give them punishment according to Standing order of ur establishment
[I]f they deny then institutionalized a domestic enquiry.......
go by with the principle of natural justice.......
From India, Calcutta
if u satisfy with their answer then forgive them with a warning
or if they are guilty & they accept then give them punishment according to Standing order of ur establishment
[I]f they deny then institutionalized a domestic enquiry.......
go by with the principle of natural justice.......
From India, Calcutta
You can give them a warning letter clearly indicating if this will happen again in future, stern action will be taken against them. Because this happend first time hence suspension will be more stern action. At least one chance should be given to them.
Regards,
Rakesh
From India, New Delhi
Regards,
Rakesh
From India, New Delhi
Hi dear,
What i would suggest is go with the rules, which is primary duty.
What has to be specially take care is try to take a secession to all other employees regarding the discipline norms in organization.
It don't make any sense you keep on giving Showcase every time some one do this.
Hope this could be of some use for you
From India, Hyderabad
What i would suggest is go with the rules, which is primary duty.
What has to be specially take care is try to take a secession to all other employees regarding the discipline norms in organization.
It don't make any sense you keep on giving Showcase every time some one do this.
Hope this could be of some use for you
From India, Hyderabad
Hey Friends!!!
Lets be a little more miserly with the "Show Cause Notices". It certainly is not the right instrument.
You could instead Call For An Explanation from those concerned.
In the present matter, the best course of action would be to sit with the individually and obtain a written confession and apology for the disorderly conduct.
The issue a warning letter to both of them clearly indication that the management was taking a lenient view just this time since it was their first act of misconduct and that if either committed any such or similar act of misconduct anytime in the future they shall be liable for stricter disciplinary action.
Best Wishes,
Vasant Nair
HR Advisor
From India, Mumbai
Lets be a little more miserly with the "Show Cause Notices". It certainly is not the right instrument.
You could instead Call For An Explanation from those concerned.
In the present matter, the best course of action would be to sit with the individually and obtain a written confession and apology for the disorderly conduct.
The issue a warning letter to both of them clearly indication that the management was taking a lenient view just this time since it was their first act of misconduct and that if either committed any such or similar act of misconduct anytime in the future they shall be liable for stricter disciplinary action.
Best Wishes,
Vasant Nair
HR Advisor
From India, Mumbai
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