Dear All,
I want to give warning Letter to one of my company employee regarding his Absenteeism, Negligence of duties/ Responsibility, Insubordination & Integrity.
Kindly Suggest.
Thanks & Regards
Rohini
From India, Delhi
I want to give warning Letter to one of my company employee regarding his Absenteeism, Negligence of duties/ Responsibility, Insubordination & Integrity.
Kindly Suggest.
Thanks & Regards
Rohini
From India, Delhi
625
Please check the suggestion below
Do make changes as per your requirement
Dear (NAME),
I am issuing you this warning letter because you have been showing negligence in performing the job duties being assigned to you over a considerable time now.
It is acceptable for us if team members show a little unprofessional behaviour for a short time period due to some personal issues, but in your case, this has been going on for much longer time now.
Company is also facing problem due to your continuing attendance problems. Your uneven attendance is beginning to affect other parts of your job, making improvement even more essential. Attendance records indicate that you are absent from your duties most of the time.
Your continued absenteeism is of serious concern. Despite our mutual efforts you have failed to achieve a level of good attendance.
From India, Gurgaon
Do make changes as per your requirement
Dear (NAME),
I am issuing you this warning letter because you have been showing negligence in performing the job duties being assigned to you over a considerable time now.
It is acceptable for us if team members show a little unprofessional behaviour for a short time period due to some personal issues, but in your case, this has been going on for much longer time now.
Company is also facing problem due to your continuing attendance problems. Your uneven attendance is beginning to affect other parts of your job, making improvement even more essential. Attendance records indicate that you are absent from your duties most of the time.
Your continued absenteeism is of serious concern. Despite our mutual efforts you have failed to achieve a level of good attendance.
From India, Gurgaon
Dear madam,
The draft of warning letter posted by you is vague and devoid of factual details of the alleged misconducts.
As suggested, let the first draft be prepared by the poster and same can improvised by experts of this forum.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
The draft of warning letter posted by you is vague and devoid of factual details of the alleged misconducts.
As suggested, let the first draft be prepared by the poster and same can improvised by experts of this forum.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Dear Rohini,
Is there any policy or guideline exist in your establishment to define the misconducts i.e. Absenteeism, Negligence on duties & Responsibility, Insubordination and loss of Integrity?
It is difficult to draft a letter without knowing well about the organization
Some points are elaborated below for your understanding,
Name:
Personal No:
It has been reported by your head of department that you remained absent from the office without intimation and approved leave. The result of which work assigned to you has remained pending. The establishments suffered due to pending work caused financial loss for your negligence in work. The work could have been allotted to others for timely completion but you never informed or gave any intimation to the office in advance. It was observed from the attendance register and other records that the allegation levelled against you is fact & true. You are well aware of the fact that management has given several verbal warnings in the past. You also assured the management not to repeat the same in future but nothing that happened in your case. In view of your repetitive conduct affect the business of the establishment. Therefore, management considers to let you off this time with this warning to amend your conduct in future. The repeat of same behavior in future shall be considered as disobedience and you offer an opportunity to the management to act suitably deem fit for the purpose.
From India, Mumbai
Is there any policy or guideline exist in your establishment to define the misconducts i.e. Absenteeism, Negligence on duties & Responsibility, Insubordination and loss of Integrity?
It is difficult to draft a letter without knowing well about the organization
Some points are elaborated below for your understanding,
Name:
Personal No:
It has been reported by your head of department that you remained absent from the office without intimation and approved leave. The result of which work assigned to you has remained pending. The establishments suffered due to pending work caused financial loss for your negligence in work. The work could have been allotted to others for timely completion but you never informed or gave any intimation to the office in advance. It was observed from the attendance register and other records that the allegation levelled against you is fact & true. You are well aware of the fact that management has given several verbal warnings in the past. You also assured the management not to repeat the same in future but nothing that happened in your case. In view of your repetitive conduct affect the business of the establishment. Therefore, management considers to let you off this time with this warning to amend your conduct in future. The repeat of same behavior in future shall be considered as disobedience and you offer an opportunity to the management to act suitably deem fit for the purpose.
From India, Mumbai
@ Rohini,
You may quote relevant clause nos, if you have certified Standing Orders in your company.
WARNING LETTER
It has been observed from the attendance records of yours that you have a habit of
absenting from duty, without prior permission or intimation to management.
Moreover, incidents have come to light which reflected your negligence of duty, responsibility
insubordination and integrity.
This can not be accepted by the management of our company.
Though, this time a lenient view is being taken, any repetition of such or similar
acts shall render yourself liable for strict disciplinary action, as the management would
deem fit and proper, without any further reference to you.
Please sign and return the duplicate copy of this memo, as a token of having
received and accepted our warning.
From India, Aizawl
You may quote relevant clause nos, if you have certified Standing Orders in your company.
WARNING LETTER
It has been observed from the attendance records of yours that you have a habit of
absenting from duty, without prior permission or intimation to management.
Moreover, incidents have come to light which reflected your negligence of duty, responsibility
insubordination and integrity.
This can not be accepted by the management of our company.
Though, this time a lenient view is being taken, any repetition of such or similar
acts shall render yourself liable for strict disciplinary action, as the management would
deem fit and proper, without any further reference to you.
Please sign and return the duplicate copy of this memo, as a token of having
received and accepted our warning.
From India, Aizawl
Dear madam Rohini,
The suggested drafts by some here on this post will not carry legal force as the same are devoid of factual details as pointed out earlier.
Moreover, there four types of misconducts alleged ie Absenteeism, Insubordination , Integrity and Negligence of duties which together are serious allegations in nature. Apart from knowing factual details of the acts of the misconducts, it is very pertinent to know whether the Industrial Employment Standing Orders Act/ Model Standing Orders or certified Standing Orders or Service Rules are applicable to your establishment which define what constitutes misconducts and what punishments can be awarded to proved misconducts. Because the power to take disciplinary action emanate from the application of this law or service rules.
In the absence of the above, any attempt to suggest drafts, in my view, are waste of time and efforts .
If you really want help from the experts on this forum, madam, you need to give above details at the earliest which we hope you will do.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
The suggested drafts by some here on this post will not carry legal force as the same are devoid of factual details as pointed out earlier.
Moreover, there four types of misconducts alleged ie Absenteeism, Insubordination , Integrity and Negligence of duties which together are serious allegations in nature. Apart from knowing factual details of the acts of the misconducts, it is very pertinent to know whether the Industrial Employment Standing Orders Act/ Model Standing Orders or certified Standing Orders or Service Rules are applicable to your establishment which define what constitutes misconducts and what punishments can be awarded to proved misconducts. Because the power to take disciplinary action emanate from the application of this law or service rules.
In the absence of the above, any attempt to suggest drafts, in my view, are waste of time and efforts .
If you really want help from the experts on this forum, madam, you need to give above details at the earliest which we hope you will do.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
For issuing a warning letter, or show cause notice or charge sheet for "Absenteeism, Negligence of duties/ Responsibility, Insubordination & Integrity" basic information is necessary. In case of absenteeism, when the employee was absent with specific dates, with or without any advance intimation, whether he had applied for leave in advance, which was not approved but not informed to him, etc are to be examined and incorporated in the letter/notice.
For negligence of duties and responsibilities, specific incidents of lapses in performance of duties with place, date and time and its consequences and the relevant clauses of the standing order applicable to him, are to be incorporated in the notice.
Giving a warning letter or show cause notice without mentioning the specific incidents with details will be of no use. This company is not having any standing order ?
From India, Madras
For negligence of duties and responsibilities, specific incidents of lapses in performance of duties with place, date and time and its consequences and the relevant clauses of the standing order applicable to him, are to be incorporated in the notice.
Giving a warning letter or show cause notice without mentioning the specific incidents with details will be of no use. This company is not having any standing order ?
From India, Madras
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Warning letter- for absenteeism.doc