CANCELLING DAY OFF's CUTTING SALARY, ISSUING WARNING LETTERS, IS IT PROFESSIONAL?

Replies to This Discussion

Permalink Reply by Edwin H. Calawod on January 29, 2011 at 17:31

Question: Do you have an Employee Handbook or any documentation containing employee policies, code of conduct, and table of infractions and the corresponding sanctions?

 

If you have clear-cut policies and procedures, your concerns should have been addressed.

• ▶ Reply

Permalink Reply by Edwin H. Calawod on January 29, 2011 at 22:58

Employee discipline should be handled by Human Resources; HR is the process caretaker of the Employee Code of Conduct and policies and procedures involving employee discipline. As such, any "perceived" violation of policies and misconduct should be coursed through the Human Resources Department.

 

Guided by this, we implement the following procedures:

1. Supervisors and Heads of Departments document incidents of the "violation" or "misconduct" and refer this to HRD;
2. HRD facilitates the "due process". This includes dialogues with the concerned individuals and/or investigation of the case.
3. HRD shall evaluate the results of the investigation by referring to the specific policy and recommends the corresponding sanction/penalty (based on the Table of Sanction, as defined in the Employee Code of Conduct/previously issued memos);
4. Recommendation is approved by the General Manager;
5. Sanction is implemented.

 

• ▶ Reply

Permalink Reply by Kevin M. O'Hagan on January 29, 2011 at 17:37

This is highly contentious and much depends on the circumstances of the 'small' mistake. Discipline is important and correctional measures must be seen as fair to all. I think that perhaps there is more to your example which you have not shared with us but on the face of it I would suggest that it is NOT right in any regard.

 

I assume in the Middle East there Legal (even Organizational) procedures to be followed in terms of issuing a written warning. I assume you have an Employee handbook which stipulates/explains Disciplinary procedures but I have never heard of "days Off" being cancelled in lieu of a "mistake". Again, I would suggest there is perhaps more to this situation than is available to the readers of this thread.

 

If you would like a further independant opinion, please feel free to contact me.

 

Kevin M. O'Hagan

• ▶ Reply

Permalink Reply by miguel salman on January 29, 2011 at 17:59

If you make these cut as described above you lose respect of your employees. Better to enforce your policies that YOU have instructed to them. Show the way by good management, education NOT by threats and practices that should have stopped years ago. Find out why your policies are not working. Who is wrong you just one person or the hundreds of employees looking for your leadership.

• ▶ Reply

Permalink Reply by Upaul Majumdar on January 29, 2011 at 18:22

These kind of practices are retrograde and happen because people accept the same. The Labour laws and Code of Procedures including discipline issues are clearly laid out in most organisations. Both the manager and the employee need to understand their Rights, Duties and Obligations and deliver as per expectations. If people are not "upto the mark" or "extremely submissive" they open themselves to be exploited like this. Since employee duties records are always available to the HR Dept. and Senior Management, they also play a major part in such malpractices by DOING NOTHING and pretend to ignore it.

I therefore think a lot of Senior Management enjoying high perks and good salaries are as much to blame for these incidents as the Managers/Chefs who perpetrate such practices (Chances are these people faced such things when they were junior - and hated theoir seniors for these are now the Oppressors). Please Change 

• ▶ Reply

Permalink Reply by venkatesan panneer selvam on January 29, 2011 at 20:34

cancelling day off is as per necessary . if the job is over load it is correct in the situvation. cutting salary is noa fair. warning letter is a professional way .. if we did nt give  that other staff also will take it advantage,

• ▶ Reply

Permalink Reply by Nanda Kumar Sethy on January 29, 2011 at 22:36

Mr. Deepak someplaces your opinion is right and some places is not. Because its all depend on your policies of your company.Warning letters given for the mistakes when you cross your limit but if you make specific mistake then you will get warning letter.Warning letter is not for all misatkes .Before you get warning letter for your mistake from your superior it should verbally warn from your superior.If there is something partiality going on then you can inform this topic to your H.R . Manager ,then you wait for reply from them. And if you dont satisfy in yor present company its better to resign from the company. If you are in right way god will help you.This thing doesnot happen in all company intensionally someone warning you.

• ▶ Reply

Permalink Reply by Roville Christopher Anderson on January 29, 2011 at 23:36

I have being in the Hotel Industry for last 24 years , as commis ,above commis level  Executive Chef ,Corporate chef I have never given any warning letters or cutting salary , Having a kitchen Brigade of 68+ at one hotel ,104 in 4 hotels , Sorry to say this is a new trend now , with some dept heads , They think they are proud in what they do without checking why it is done so often , Mostly its Anger Management and not Developing and training Good luck for all of them Don’t worry my good friends there are many hotels in the world who understands the value of there staff.

• ▶ Reply

Permalink Reply by Mohamed Shamil Shafeek on January 30, 2011 at 10:03

Hello,

 

I totally disagree with this issue.

• if a colleague do a mistake shouldnt give warning letter first discuss with him one to one explain if repeat then must start with verbal warning to level next....
• Cancelling day off if requires not necessary, if hotel occupancy is 10%. AND if cancel should monitor as leiu day and depends on company policy either pay or give them back.
• Deducting salary isnt fair for colleague.because they work hard to make success an event by end doing small mistake cutting salary isnt fair. they lose the trust of superiors, can be discuss regardless any matter.

 

Regards

• ▶ Reply

Permalink Reply by Mohamed Soliman Elsayed Hasabo on January 30, 2011 at 15:14

No it`s not right!!!!!!!!!!!!!!!!!!!!!

1. G.M. if he has good sight to locate any points of mistake or  in the attitude of his Mgr`s

2. If your Mgr is will professional to advice and train you

3. If you have a true H.R. working for the employees not for .............!!!!

So warning letters and cutting will never happened at all

But if you do not have all of this!!!!!!!!!!!!

So why you are complain???????

• ▶ Reply

Permalink Reply by S.M.RAJARAM on January 31, 2011 at 8:44

No not at all; however one has to know whether the hotel is well organised or not in the first place; if it is organised chances r very dismal; however a rotten apple in a basket has to thrown out & with the humans go with 1, 2, 3 warnings & still not followed use the yard stick if carrot dangling does not work.

DR.S.M. RAJARAM

• ▶ Reply

Permalink Reply by ALICE WANJIRU MUTHONI on January 31, 2011 at 15:31

its really ufair,sometime working in hospitality industry its boring because ur always tensed,as u said warning letters,

but guys lets trust God is fAITHFUL to give us more strenght to work as we wait to see what the futurre holds

• ▶ Reply