Need to issue a warning letter to the employee from the employer. Earlier, a warning letter was already issued to the same employee for his behavior, attitude, and for not alerting on work for emergency/priority tasks to be completed. Additionally, his attitude and behavior are not good with colleagues, and he does not seem to care about the warning letters as he has never provided an explanation for them. Furthermore, the same employee has been observed consuming liquor during office hours. Therefore, we need to give a very strong warning and notify him of a 2-month notice period for termination.
From India, Hyderabad
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From India, Hyderabad
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Are you sure you want to issue a warning letter to "EMPLOYER"? Or just opposite?
From India
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7From India
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Liquor during office hours - Do you want to issue a warning letter? Rather, send him for a medical test immediately when he is inebriated. Test if he misbehaves or commits any criminal acts, then file a police complaint. Do not show any leniency in these cases.
From India, Pune
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From India, Pune
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Dear friend,
Consumption of liquor during working hours or reporting for duty in an inebriated condition is misconduct. It merits investigation. Therefore, order a domestic enquiry immediately. If the guilt of the employee is proved, then you may go ahead and terminate the employee. The issuance of a warning letter is as good as condonation and not salubrious for the organization's culture.
Furthermore, you have written that "and his attitude and behavior are not good with colleagues." This is a vague statement. When handling matters of discipline or indiscipline, one should be specific. The matter should be clear as to what happened, where it happened, when it happened, who were the primary and secondary parties, whether there was a violation of laid-down rules, regulations, or SOPs, and so on.
Thanks,
Dinesh Divekar
From India, Bangalore
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Consumption of liquor during working hours or reporting for duty in an inebriated condition is misconduct. It merits investigation. Therefore, order a domestic enquiry immediately. If the guilt of the employee is proved, then you may go ahead and terminate the employee. The issuance of a warning letter is as good as condonation and not salubrious for the organization's culture.
Furthermore, you have written that "and his attitude and behavior are not good with colleagues." This is a vague statement. When handling matters of discipline or indiscipline, one should be specific. The matter should be clear as to what happened, where it happened, when it happened, who were the primary and secondary parties, whether there was a violation of laid-down rules, regulations, or SOPs, and so on.
Thanks,
Dinesh Divekar
From India, Bangalore
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