Warning letter to an employee for leaving the work place for more than one hour without informing the HOD
From India, Bengaluru
2From India, Bengaluru
Dear Manjula,
First of all before giving the warning letter you need to issue a show cause for the act done by the employee. As if employee fails to respond or admits the mistake then you may issue warning letter to the employee.
First of all before giving the warning letter you need to issue a show cause for the act done by the employee. As if employee fails to respond or admits the mistake then you may issue warning letter to the employee.
Dear Manjula,
please don't come direct on the warring letter. May be that employee have some urgent work or he try after sometime to connect to HOD but may HOD not responded.
So, as a good HR first discuss the matter with that employee and if again he was doing the same thing then you can go for strong action against him.
Thank you.
From India, Jalalpur
please don't come direct on the warring letter. May be that employee have some urgent work or he try after sometime to connect to HOD but may HOD not responded.
So, as a good HR first discuss the matter with that employee and if again he was doing the same thing then you can go for strong action against him.
Thank you.
From India, Jalalpur
Dear Manjula,
The procedure is to call the employee first for an explanation, why discipliniary action should not be taken against for his misconduct. The warning letter to be issued after receiveing the explanation from the employee, if explanation is not found satifactory.
From India, Mumbai
The procedure is to call the employee first for an explanation, why discipliniary action should not be taken against for his misconduct. The warning letter to be issued after receiveing the explanation from the employee, if explanation is not found satifactory.
From India, Mumbai
Dear Manjula,
Good to see the inputs from our HR professionals, I opine that you need to obtain a written complaint from the HOD before initiating any process. The entire disciplinary process depends and starts from a written complaint from the immediate superior & this is going to be very important. As mentioned by some of our professionals first understand the circumstances where in the employee was away from his work place. If it is the first time then better to make him understand the implications there of and settle with an oral warning.
As a HR person you need to understand the scenario thoroughly and assess the consequences. IR is a typical & challenging game hence you need to proceed with a structured game plan as every action will have a reaction and becoming a precedent hence you should be very cautious.
Thanks
Kameswararao S
From India, Hyderabad
Good to see the inputs from our HR professionals, I opine that you need to obtain a written complaint from the HOD before initiating any process. The entire disciplinary process depends and starts from a written complaint from the immediate superior & this is going to be very important. As mentioned by some of our professionals first understand the circumstances where in the employee was away from his work place. If it is the first time then better to make him understand the implications there of and settle with an oral warning.
As a HR person you need to understand the scenario thoroughly and assess the consequences. IR is a typical & challenging game hence you need to proceed with a structured game plan as every action will have a reaction and becoming a precedent hence you should be very cautious.
Thanks
Kameswararao S
From India, Hyderabad
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.
WARNING LETTER FOR ABSENCE.doc