Dear All,
Pls suggest me that i have case that Employee has left company without notice at that time what are strict action will be taken by hr department? and how will make responsible to their HODs in this matter? pls send me suggestions.
Thank you so much
From India, Ahmadabad
Pls suggest me that i have case that Employee has left company without notice at that time what are strict action will be taken by hr department? and how will make responsible to their HODs in this matter? pls send me suggestions.
Thank you so much
From India, Ahmadabad
Look forward. what you are going to gain from the disloyal employees who run without basic courtesy? Did he run with company assets and any other liabilities? pon
From India, Lucknow
604From India, Lucknow
Hi,
Your query is too short to answer.
First of all, this matter is purely judged under the appointment letter issued to employee. What was the notice period mentioned in that? What is the no of days falling short? What clause your organisation have mentioned if someone does not complete the notice period? If you have mentioned recovery of the salary, please check whether you have specified it as a basic salary or gross salary? if yes, do the full and final settlement and send the recovery notice as applicable.
Why do you want to take action against HOD? Has employee submitted resignation letter duly accepted by HOD? Has HOD recommended for early relieving without completion of the notice period? Has HR instructed anything related to this to the HOD? If you have proper and complete communication they you may send a memo to the HOD as per the policy and guideline of your organisation but before doing so, you must discuss with the top management what do they want to do. If leaving of employee has resulted into direct and indirect loss to the organisation, you must inform it to the top management. If the employee has not completed handover process, you may ask him to complete the handover.
Remember, your every action as an HR result into the culture and environment of the organisation so you need to be careful before taking any decsion about its implications.
Regards
Govind
From India, Mumbai
Your query is too short to answer.
First of all, this matter is purely judged under the appointment letter issued to employee. What was the notice period mentioned in that? What is the no of days falling short? What clause your organisation have mentioned if someone does not complete the notice period? If you have mentioned recovery of the salary, please check whether you have specified it as a basic salary or gross salary? if yes, do the full and final settlement and send the recovery notice as applicable.
Why do you want to take action against HOD? Has employee submitted resignation letter duly accepted by HOD? Has HOD recommended for early relieving without completion of the notice period? Has HR instructed anything related to this to the HOD? If you have proper and complete communication they you may send a memo to the HOD as per the policy and guideline of your organisation but before doing so, you must discuss with the top management what do they want to do. If leaving of employee has resulted into direct and indirect loss to the organisation, you must inform it to the top management. If the employee has not completed handover process, you may ask him to complete the handover.
Remember, your every action as an HR result into the culture and environment of the organisation so you need to be careful before taking any decsion about its implications.
Regards
Govind
From India, Mumbai
Hello, Is there anyone who can suggest me the format of termination letter with the reason of long absent without inadequate reason and medical certificates. As soon as possible.
From India, Indore
From India, Indore
Hello.
Every employee, whether temporary, badli, apprentice, trainee, casual or permanent has some duties and rights defined in the Standing Orders applicable to that particular establishment either be certified or model.
Pl see to the provisions, notice period required to be served as per the nature/category of employment (provisions are different for temporary, badli, apprentice, trainee, casual and permanent employees). What are the provisions defined in case of not giving requisite notice prior to leaving, whether there is any provision to pay cash in lieu of notice etc. If every thing is clear in black & white, go according to provisions. Else seek legal opinion from your legal department or an advocate as per the prevailing practice in your orgn. Provide ample opportunity to the leaving employee to defend him from legal prosecution by way of notice, reminders etc. at his permanent address clearly mentioning that non-compliance would result into legal consequences.
Best wishes.
AK Jain
From India, Jabalpur
Every employee, whether temporary, badli, apprentice, trainee, casual or permanent has some duties and rights defined in the Standing Orders applicable to that particular establishment either be certified or model.
Pl see to the provisions, notice period required to be served as per the nature/category of employment (provisions are different for temporary, badli, apprentice, trainee, casual and permanent employees). What are the provisions defined in case of not giving requisite notice prior to leaving, whether there is any provision to pay cash in lieu of notice etc. If every thing is clear in black & white, go according to provisions. Else seek legal opinion from your legal department or an advocate as per the prevailing practice in your orgn. Provide ample opportunity to the leaving employee to defend him from legal prosecution by way of notice, reminders etc. at his permanent address clearly mentioning that non-compliance would result into legal consequences.
Best wishes.
AK Jain
From India, Jabalpur
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If you have your Conduct and Discipline Rules/Standing Orders in vogue and it has relevant provisions to dealt such matters, proceed as per the guidelines given there. Normally such cases have to be considered as "Indiscipline" and a formal Inquiry has to be initiated. Depending on the outcome you should proceed.
From India, Bangalore
If you have your Conduct and Discipline Rules/Standing Orders in vogue and it has relevant provisions to dealt such matters, proceed as per the guidelines given there. Normally such cases have to be considered as "Indiscipline" and a formal Inquiry has to be initiated. Depending on the outcome you should proceed.
From India, Bangalore
Dear Seniors
at my office some employee not wearing there uniform regularly so that what action should we take against them i have scold them orally but no outcome found pls.suggest any memo or written action to then
Rgards
Siddharth
From India
at my office some employee not wearing there uniform regularly so that what action should we take against them i have scold them orally but no outcome found pls.suggest any memo or written action to then
Rgards
Siddharth
From India
Hi..
Your query is not enough material to study and advise you. You please come out with the genuine case and give us the facts what you are facing to enable the experts to give their opinion over the query other wise it will be very difficult to judge your query.
Adoni Suguresh
Sr.Executive (Pers, Admin & Ind.Rels) Rtd
Labour Laws Consultant
From India, Bidar
Your query is not enough material to study and advise you. You please come out with the genuine case and give us the facts what you are facing to enable the experts to give their opinion over the query other wise it will be very difficult to judge your query.
Adoni Suguresh
Sr.Executive (Pers, Admin & Ind.Rels) Rtd
Labour Laws Consultant
From India, Bidar
Dear Sir
i am working deccan honda Automobile industry as hr Exe.we have distribute the uniforms last month but some of employess not wearing the uniform yet & giving the stupid reason i warn them orraly but no reasult found can i give them any memo please let me know how to handle this issue because of this employee other employees doing the same.
Thanks & Regards
Siddharth
From India
i am working deccan honda Automobile industry as hr Exe.we have distribute the uniforms last month but some of employess not wearing the uniform yet & giving the stupid reason i warn them orraly but no reasult found can i give them any memo please let me know how to handle this issue because of this employee other employees doing the same.
Thanks & Regards
Siddharth
From India
Dear Mr.Siddharth,
The uniform is issued to the employees/workers on what basis. Whether this is a agreed one against their demand, or any charter of demand entered between the management and workers, or as a discipline point of view. Any washing allowance is offered to them. If not please offer this incentives in the interest of both sides.
In absence of this we can suggest you to display a notice at prominent place of your establishment informing all the workers they should wear the uniform while at work failing which the the concerned workers will be liable for disciplinary action.. . In spite of this if there is no improvement you have no alternate but to take disciplinary action as per standing orders of your company if not as per Model Standing Orders. Dont make any compromise against the discipline of establishment. As a HR you should maintain the discipline of the company and the workers should also realize the benefit given to them.
Adoni Suguresh
Sr.Executive (Pers, Admin & Ind.Rels) Rtd
Labour Laws Consultant
From India, Bidar
The uniform is issued to the employees/workers on what basis. Whether this is a agreed one against their demand, or any charter of demand entered between the management and workers, or as a discipline point of view. Any washing allowance is offered to them. If not please offer this incentives in the interest of both sides.
In absence of this we can suggest you to display a notice at prominent place of your establishment informing all the workers they should wear the uniform while at work failing which the the concerned workers will be liable for disciplinary action.. . In spite of this if there is no improvement you have no alternate but to take disciplinary action as per standing orders of your company if not as per Model Standing Orders. Dont make any compromise against the discipline of establishment. As a HR you should maintain the discipline of the company and the workers should also realize the benefit given to them.
Adoni Suguresh
Sr.Executive (Pers, Admin & Ind.Rels) Rtd
Labour Laws Consultant
From India, Bidar
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