Dear all
I have issued a warning letter for manager due to negligence of duties, after received the letter he is asking "where is my negligence's in the operations , should i explain to him ? what i have observed and discussed with managment indicated the same reasons . kindly advise me
From India, Bangalore
9I have issued a warning letter for manager due to negligence of duties, after received the letter he is asking "where is my negligence's in the operations , should i explain to him ? what i have observed and discussed with managment indicated the same reasons . kindly advise me
From India, Bangalore
Dear Murali,
The warning letter issue to him obviously contains the negligence of duties what he has committed.
A warning letter is being issued to warn for the negligence and other acts so that the same is not repeated by the individual in future and also for the future record purpose, for performance appraisal etc.,
If you have not specified any negligence reasons in the warning letter issued to him, then you should ask him to give you a reply to the given warning letter, so that you can give him the details of his negligence for which warning letter has been issued to him. Without specifying any details one cannot issue the warning letter.
Thanks and Regards
From India, Secunderabad
The warning letter issue to him obviously contains the negligence of duties what he has committed.
A warning letter is being issued to warn for the negligence and other acts so that the same is not repeated by the individual in future and also for the future record purpose, for performance appraisal etc.,
If you have not specified any negligence reasons in the warning letter issued to him, then you should ask him to give you a reply to the given warning letter, so that you can give him the details of his negligence for which warning letter has been issued to him. Without specifying any details one cannot issue the warning letter.
Thanks and Regards
From India, Secunderabad
Dear Murali
The said employee has the right to know this negligence act that the company has brought against him in order to defend himself (just in case he is innocent) or realise his mistakes so as to improve himself (if he is really guilty).
The company needs to conduct an investigation first in order to execute a fair action and before a warning letter is served.
The missing links here is communication & counselling.
Regards
Autumn Jane
From Singapore, Singapore
The said employee has the right to know this negligence act that the company has brought against him in order to defend himself (just in case he is innocent) or realise his mistakes so as to improve himself (if he is really guilty).
The company needs to conduct an investigation first in order to execute a fair action and before a warning letter is served.
The missing links here is communication & counselling.
Regards
Autumn Jane
From Singapore, Singapore
Dear Murali,
I think the grounds of negligence on which the warning had been issued to him would have been clearly specified in the warning letter. If not, the manager is definitely entitled to know the exact negligence committed by him and you should be willing to tell him those reasons.
From India, Mumbai
I think the grounds of negligence on which the warning had been issued to him would have been clearly specified in the warning letter. If not, the manager is definitely entitled to know the exact negligence committed by him and you should be willing to tell him those reasons.
From India, Mumbai
Hello Murali,
I agree with Jane & Nayan.
And like Jane pointed out, the missing links ARE communications & counselling.
Every person needs to be given a chance to explain himself/herself when accused.
Frankly, the issues SHOULD HAVE BEEN discussed even before the Warning letter was issued to him.
For all you know, he may have very justified reasons for whatever he did--one of which COULD be lack of support from his superior [it happens very often, but since the superior is usually the one who's closer to the top, such things get brushed under the carpet & the employee becomes the fall-guy].
Like Giridhar suggested, talk to him in a counselling way & ask for his reply to the Warning letter. Then YOU should weigh his reasons with what you were given to understand earlier & then act accordingly.
Rgds,
TS
From India, Hyderabad
I agree with Jane & Nayan.
And like Jane pointed out, the missing links ARE communications & counselling.
Every person needs to be given a chance to explain himself/herself when accused.
Frankly, the issues SHOULD HAVE BEEN discussed even before the Warning letter was issued to him.
For all you know, he may have very justified reasons for whatever he did--one of which COULD be lack of support from his superior [it happens very often, but since the superior is usually the one who's closer to the top, such things get brushed under the carpet & the employee becomes the fall-guy].
Like Giridhar suggested, talk to him in a counselling way & ask for his reply to the Warning letter. Then YOU should weigh his reasons with what you were given to understand earlier & then act accordingly.
Rgds,
TS
From India, Hyderabad
Dear friends,
He needs to be called to HR and counselled before issuing the warning letter. A warning letter giving directly to a employee can make the employee feel frustrated and could not concentrate on his / her work after that. He / she might be afraid of his/her mistake, but that does not solve the problem. I would suggest to call the employee personally to HR office and give counselling and then let the employee understand or agree that he/she has done the mistake, then making understand you can issue him warning letter there itself and acknowledge a copy of the letter to the employee personal file. This will make the employee toto improve his/her attitude .
Thanks
VJB
From India, Bangalore
He needs to be called to HR and counselled before issuing the warning letter. A warning letter giving directly to a employee can make the employee feel frustrated and could not concentrate on his / her work after that. He / she might be afraid of his/her mistake, but that does not solve the problem. I would suggest to call the employee personally to HR office and give counselling and then let the employee understand or agree that he/she has done the mistake, then making understand you can issue him warning letter there itself and acknowledge a copy of the letter to the employee personal file. This will make the employee toto improve his/her attitude .
Thanks
VJB
From India, Bangalore
Dear Bhushan,
This reply is based on our telecom discussion.
It's really surprising that for two days they are going to terminate your services.
Anyhow you give the detailed contents in your leave application and also intimate that you have informed this matter to your colleague.
Along with the leave application you draft a personal application where apology is being sought for not taking permission and proceeding on leave (which is known as absence without leave) and explain the exact reasons.
Anyhow you are welcome for more advise on the same.
Before putting any questions on this site, clearly indicate the policy matters like does your company follow the standing orders or any other policies made locally etc.,
God bless you
From India, Secunderabad
This reply is based on our telecom discussion.
It's really surprising that for two days they are going to terminate your services.
Anyhow you give the detailed contents in your leave application and also intimate that you have informed this matter to your colleague.
Along with the leave application you draft a personal application where apology is being sought for not taking permission and proceeding on leave (which is known as absence without leave) and explain the exact reasons.
Anyhow you are welcome for more advise on the same.
Before putting any questions on this site, clearly indicate the policy matters like does your company follow the standing orders or any other policies made locally etc.,
God bless you
From India, Secunderabad
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WARNING LETTER FOR ABSENCE.doc