final hr case

7/28/2019 Final Hr Case

1/15

-Abhishek Soni

-Abhishek Tewari

-Priya Arora


2/15

Vinod , T.No 11823 is working as a carpenter for last 6years in an engineering concern employing about 2200

employees. The wages are distributed on 9th every

month in this concern.

Vinod was on privilege leave from 5th

to 12th

December 1983. He reported on duty in second shift at

3:00 pm on Saturday , the 13th December 1983. Saturday

being the day for payment of wages unpaid on the wage

payment day. Vinod went to the cash counter to collect

his wages.The cashier after asking Vinod his ticket number

searched the wage packet and found that the wage

packet was already issued. The cashier told Vinod that

he was already paid his wages


3/15

Vinod , surprised immediately , replied the cashier that

he has yet to collect his wages and that was why he had

come. On this, the cashier showed Vinod the wage

payment slip bearing a signature, which according to the

cashier was that of Vinods. After some time, the cashier

asked for identity card from Vinod to check the veracity

of the signature. Vinod said he had lost it, but he addedthat the signature on the payment slip was not his.

Vinod approached the human resource officer with a

grievance that he was getting the wages to which he his

legitimately entitled.Sopan and Mahadu , union representatives ,

accompanied Vinod to the HR officer. The HR officer has

briefed this fact to you since you are HR manager, for

advice.


4/15

Vinod is an employee(carpenter) in an EngineeringIndustry.

Because he was on "privilege leave" from 5 to 12 Dec1983,Vinod couldn't collect his wages, which are

distributed on the 9th of every month & instead ,went tocollect them on 13th Dec 1983(Sat),Sat being the day ofpayment of unpaid wages.

Vinod's wage has already been issued to someone otheran him on 9th Dec '83.

Veracity of signature is neglected on behalf of Vinod &can't be ascertained on behalf of the organization ,as themeans to verify his signature(I-card) is lost.

The issue snowballs into a trade union issue, since Vinodis a member of it.


5/15

1) Vinod working for the last 6 years.

2) Wages are paid on 9th of every month.

3) Unpaid wages paid on Saturday.

4) Vinod was on leave from 5th to 12th December

5) He came back on 13th (Saturday) and went to collect his

unpaid wages.

6) Cashier proclaimed that the wage packet has already beenissued

7) Vinod argues that he has not collected it yet.

8) Cashier shows wage payment slip bearing his signature.


6/15

9) Cashier asks for identity card to tally his

signature , to which Vinod replies that he has

lost it.

10)Vinod , along with union representatives files a

grievance with the HR officer.


7/15

Main Problems1. Identification of the person who has taken Vinods

wages.

2. Investigation pertaining toVinods

involvement inthe entire episode.


8/15

Question 1: As to how the human resource officer

should defuse the tension since the union is involved

Contact the Labor Welfare Officer and discuss the matter with

him and the union representatives to settle the matter internally

If conclusion cannot be reached by talking to the labor welfareofficer or internal means settle the matter through Arbitration.

This neutral third party will listen to the disputing parties ,

gather information and take a decision which is binding on both

the parties.

The Arbitrator must be appointed with great care so that union

or the management are convinced of his un biasness while

taking a decision


9/15

Question 2: What course of action, the HR officer should initiate

to get the truth with special regard to:

a) Image of the Organization.

The investigation should be carried in a mannerwhich as far as possible is limited to the

organization.

The issue must be dismissed quickly and

peacefully so that the image of the company is

not put at stake.


10/15

b) Impact of decision on fellow

workers.

Usage of voluntary arbitration among both the

parties involved(workers union v/s general

management)

The issue must not create panic among the

workers.


11/15

c) Other aspects of security , procedures and

policies to be formulated Steps should be taken so that incidents like

these dont occur in the future.

Security measures must be taken to ensure thatwages of one person are not issued to others byfake signatures.

Negligence should not be there on the part ofthe management, else the workers mightdeliberately resort to unfair measures to getdouble wages


12/15

Question 3: As to how the investigation, if any , to be conducted?

Contact the cashier and seek details he could remember , if any,

about payment of wages on 9th December.

Contact other supervisors and officers to investigate if they saw

Vinod on the wage payment day coming to collect his wages.

Search for relevant documents to find his signature and tally it

with that on the wage payment slip.

The investigation should be conducted in a manner in which the

workers are not offended , as it may lead to more severesituations like strikes and gheraos.


13/15

Question 4: How to avoid recurrence of the incidence in

future?

Following points the management must keep in mind to avoid eventslike this in the future:

1) No entry in the organization without the identity card.

2) Fine for not carrying the I-card or not procuring a duplicate I-card in

case it is lost.

3) No payment of wages by the cashier if identity card not shown to

him and the photo on it tallied with the person.

4) Installation of cctv cameras at the wage counter as the number of

employees is very large and cashier cant remember all of them.

1) Use of digital signatures while collecting the wages.

2) A list to be submitted to the cashier about the employees who are

on leave on the wage collection day i.e. 9th of every month


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15/15

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