Dear Friends,
Requesing your to kindly send me a warrning letter format for negligence at work and not handing over the pending works when he left for his annual leave.\
Plz do the needfull
Thanks and Regrads
Vishnu
From United Arab Emirates, Abu Dhabi
Requesing your to kindly send me a warrning letter format for negligence at work and not handing over the pending works when he left for his annual leave.\
Plz do the needfull
Thanks and Regrads
Vishnu
From United Arab Emirates, Abu Dhabi
Dear Vishnu,
First and foremost, the section where you have posted your query is wrong. You should have posted it at "Human Resource Management" or "Talk to Seniors" section.
Coming to your query. Would you mind to elucidate further on the "negligence". Secondly, any warning letter if issued, it should have support of some SOP, Policy, rule and regulation etc. Do you have formal policy on "Employee Handing/Taking Over"? If not, then why it is not there?
If the employee was proceeding on leave then who approved his leave? Was it not responsibility of the senior to ensure that his/her junior is relieved properly and confirm well in advance, to whom that employee should handover?
If the employee left on leave under emergent situation, then why standby arrangement was not well in place? In emergency cases also I have seen people handing and taking over properly and then leaving.
From my point of view, it is senior of that employee who is more responsible. You issue him the warning letter for allowing the junior to go on "Annual Leave" without formal handing and taking over. What is supervision otherwise? This is what is supervision. The day, employee went on leave, on his last day, superior should have asked handing and taking over register duly signed by both the employees.
Though I am not clear on fact of the case, I do not appreciate making junior as scapegoat if the proper instructions were not given him.
However, if you have the policy on handing and taking over well in place, that employee who went on leave knew it well, the authority who approved his leave had told him whom to handover the charge then situation merits more than just warning letter. On his return from leave, give him show cause notice and ask for explanation. Explanation, if not found satisfactory, give him appropriate punishment.
Thanks,
Dinesh V Divekar
From India, Bangalore
7884First and foremost, the section where you have posted your query is wrong. You should have posted it at "Human Resource Management" or "Talk to Seniors" section.
Coming to your query. Would you mind to elucidate further on the "negligence". Secondly, any warning letter if issued, it should have support of some SOP, Policy, rule and regulation etc. Do you have formal policy on "Employee Handing/Taking Over"? If not, then why it is not there?
If the employee was proceeding on leave then who approved his leave? Was it not responsibility of the senior to ensure that his/her junior is relieved properly and confirm well in advance, to whom that employee should handover?
If the employee left on leave under emergent situation, then why standby arrangement was not well in place? In emergency cases also I have seen people handing and taking over properly and then leaving.
From my point of view, it is senior of that employee who is more responsible. You issue him the warning letter for allowing the junior to go on "Annual Leave" without formal handing and taking over. What is supervision otherwise? This is what is supervision. The day, employee went on leave, on his last day, superior should have asked handing and taking over register duly signed by both the employees.
Though I am not clear on fact of the case, I do not appreciate making junior as scapegoat if the proper instructions were not given him.
However, if you have the policy on handing and taking over well in place, that employee who went on leave knew it well, the authority who approved his leave had told him whom to handover the charge then situation merits more than just warning letter. On his return from leave, give him show cause notice and ask for explanation. Explanation, if not found satisfactory, give him appropriate punishment.
Thanks,
Dinesh V Divekar
From India, Bangalore
Dear friends,
The poster of this query has not come forward in disclosing further information. Now instead of going into the details of what actually happened, let us take it as case study. Let us assume that "Policy on Handing and Taking" is not in place and that employee who proceeded on leave without proper handing over has been issued with warning letter or show cause notice on his return.
What will happen thereafter? What would be his reaction? How will it impact organisation as a whole?
I invite the replies from the members of this forum.
Thanks,
Dinesh V Divekar
From India, Bangalore
The poster of this query has not come forward in disclosing further information. Now instead of going into the details of what actually happened, let us take it as case study. Let us assume that "Policy on Handing and Taking" is not in place and that employee who proceeded on leave without proper handing over has been issued with warning letter or show cause notice on his return.
What will happen thereafter? What would be his reaction? How will it impact organisation as a whole?
I invite the replies from the members of this forum.
Thanks,
Dinesh V Divekar
From India, Bangalore
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Pf name & dob change letter format.doc