Mr.manikandan,
Mr.Viraj is right, pls do like that otherwise let them meet MGMT directly and explain abt their problms. this is the right way to sortout ther problem instead of sitting in the home.
Regards,
Brinda
From India, Madras
Mr.Viraj is right, pls do like that otherwise let them meet MGMT directly and explain abt their problms. this is the right way to sortout ther problem instead of sitting in the home.
Regards,
Brinda
From India, Madras
Hi, Could you please share resume of both candidates. I believe i can help. I believe she is in mainframe. Please send me that profile in my private mailer. Would try to do something.
From India, Mumbai
From India, Mumbai
Hi Manikandan,
First, let me say there is no excuse for a boy to slap a girl whether in the office area or the cafeteria. That would be termed as violence and would definitely fall under the code of ethics document in your organization.
However, having said that if both have completed their probation period, and have apologized and their managers are willing to forgive them, the H.R. can surely have given them a warning letter rather than terminate their services.
I'm sure they can appeal against the termination. On the other hand, hopefully this will serve as an example to many, who would think twice about slapping anyone, whatever the provocation may be.
MaryAnn
From India, Mumbai
First, let me say there is no excuse for a boy to slap a girl whether in the office area or the cafeteria. That would be termed as violence and would definitely fall under the code of ethics document in your organization.
However, having said that if both have completed their probation period, and have apologized and their managers are willing to forgive them, the H.R. can surely have given them a warning letter rather than terminate their services.
I'm sure they can appeal against the termination. On the other hand, hopefully this will serve as an example to many, who would think twice about slapping anyone, whatever the provocation may be.
MaryAnn
From India, Mumbai
Dear Saurabh,
I truly appreciate and applaud your support. This is exactly what we need to do for them.
To all those who work in Recruitment teams, request you to send a Private message to Mani , so that he can connect you with them. Incase they don’t qualify for the roles in your office, please refer them to opportunities in other companies that you might know. We all truly appreciate your effort in putting their careers back on track.
Dear Mani
Please connect them with the HR who writes to you.
Regards,
(Cite Contribution)
From India, Mumbai
1859I truly appreciate and applaud your support. This is exactly what we need to do for them.
To all those who work in Recruitment teams, request you to send a Private message to Mani , so that he can connect you with them. Incase they don’t qualify for the roles in your office, please refer them to opportunities in other companies that you might know. We all truly appreciate your effort in putting their careers back on track.
Dear Mani
Please connect them with the HR who writes to you.
Regards,
(Cite Contribution)
From India, Mumbai
i dont't know why people on this cite are so emotional. they should be punished.Only counselling, mercy, disciplinary actions, domestic enquiry will not ruun organistions. the strigents actions are also must for organsitions to run . Their are some code of conducts for every organisations and every body has to follow it. Slapping, abusiing. filthy language definately should not be tolerated by any company.
From India, Pune
From India, Pune
Greetings,
We all agree it’s a 'punishable action'. We all agree that they shouldn’t have done this, under any circumstances.
They barely started their careers and have lost their jobs, that too with such an incident! This is where we believe they have paid the price of their actions and consequently learnt a lesson.
This incident has not just taught them a lesson but everyone who witnessed or heard it. Thus reactions have already reinstated the desired result. Having said that, what do we now do with these two Human Beings? We will never support their actions, but at this moment we see the human being separate from the action committed by them. We stand objective and not emotional.
Regards,
(Cite Contribution)
From India, Mumbai
We all agree it’s a 'punishable action'. We all agree that they shouldn’t have done this, under any circumstances.
They barely started their careers and have lost their jobs, that too with such an incident! This is where we believe they have paid the price of their actions and consequently learnt a lesson.
This incident has not just taught them a lesson but everyone who witnessed or heard it. Thus reactions have already reinstated the desired result. Having said that, what do we now do with these two Human Beings? We will never support their actions, but at this moment we see the human being separate from the action committed by them. We stand objective and not emotional.
Regards,
(Cite Contribution)
From India, Mumbai
They should not be terminated whether they are in probationery or entered into an agreement due to the following:-
1. The incident has occured outside of workplace
2. The immediate Managers are not against the accused
3. Since the Managers are not against them and the incident has not occured at workplace, HR can not take such hard decision
However, they may be warned of their attitude in public which affects the reputation of the company and they may also be funished by ways of domotion, cut of monetary benefits, postponing the increment date etc as suggested by so many learned people; but certainly not the termination.
The Managers, HR and the Top Management may kindly take lenient view on this incident and let them continue their job
From India, Indore
1. The incident has occured outside of workplace
2. The immediate Managers are not against the accused
3. Since the Managers are not against them and the incident has not occured at workplace, HR can not take such hard decision
However, they may be warned of their attitude in public which affects the reputation of the company and they may also be funished by ways of domotion, cut of monetary benefits, postponing the increment date etc as suggested by so many learned people; but certainly not the termination.
The Managers, HR and the Top Management may kindly take lenient view on this incident and let them continue their job
From India, Indore
Actually the HR does not have any role unless receiving any complaint from either or. If any body inform HR about the incidence happed at cafe , it is only role of HR either warning them not to do such type of misconduct in future or ask them to beg excuse not to violate any co.rule within office hour. It is totally injustice taking such type of action against them.It is rather creating bad image for the organisation in long run business.
From India, Calcutta
From India, Calcutta
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