HI
If a employee goes on a leave for 3+days and without information, what actions / steps can be taken. It should be such that he/she will not feel bad. In the past we had an issue like this, one was absent for 3+day without intimation, tried to reach him through calls, emails, friends but in vain , no reply so we have sent a mail saying any unauthorised absent will be treated as absconding from work. He was very angry and said the policy is not friendly and there is no personal relation maintained with employees. Can any one help me out with this.
Regadrs
Falguni
From India, Hyderabad
4If a employee goes on a leave for 3+days and without information, what actions / steps can be taken. It should be such that he/she will not feel bad. In the past we had an issue like this, one was absent for 3+day without intimation, tried to reach him through calls, emails, friends but in vain , no reply so we have sent a mail saying any unauthorised absent will be treated as absconding from work. He was very angry and said the policy is not friendly and there is no personal relation maintained with employees. Can any one help me out with this.
Regadrs
Falguni
From India, Hyderabad
Hi Falguni,
First of all you can consult with the concerned HOD regarding that employee's such leaves . If the HOD feels that action must be taken then issue a warning letter to him no matter whether he feels good or bad. Its the duty of every employee to inform his/her superior before going on long leaves.
From India, New Delhi
First of all you can consult with the concerned HOD regarding that employee's such leaves . If the HOD feels that action must be taken then issue a warning letter to him no matter whether he feels good or bad. Its the duty of every employee to inform his/her superior before going on long leaves.
From India, New Delhi
Hi Falguni,
What I feel about the matter is that, personal relations canot be honoured at the cost of official procedure. He needs to be accountable for his actions related to his job, either inside or outside the office.
If an employee takes undue advantage of your liberty or soft approaches, better be harsh with him.
I STRONGLY RECOMMEND THAT.
Regards,
Santosh Verma.
From India, Bangalore
What I feel about the matter is that, personal relations canot be honoured at the cost of official procedure. He needs to be accountable for his actions related to his job, either inside or outside the office.
If an employee takes undue advantage of your liberty or soft approaches, better be harsh with him.
I STRONGLY RECOMMEND THAT.
Regards,
Santosh Verma.
From India, Bangalore
Hi,
As our company is an automobile company and we have to deal with workers also. most of the time , we have to face this problem. Earlier, we started the procedure of deducting their salary against absents. But as we have already deducted their salary against absents , therefore we cannot deduct their EL. At the end of financial year , we have to pay EL salary. as the result there was no fun of deducting the salary. Now, management has decided to deduct authorised absents directly from the EL quota even if, they have CL balance in their quota.
So, pls adv our dicision is correct or not.
Rgds...
sonika
From India, Chandigarh
As our company is an automobile company and we have to deal with workers also. most of the time , we have to face this problem. Earlier, we started the procedure of deducting their salary against absents. But as we have already deducted their salary against absents , therefore we cannot deduct their EL. At the end of financial year , we have to pay EL salary. as the result there was no fun of deducting the salary. Now, management has decided to deduct authorised absents directly from the EL quota even if, they have CL balance in their quota.
So, pls adv our dicision is correct or not.
Rgds...
sonika
From India, Chandigarh
Hi Sonika
There are many way how we can decrease absentism, deduction salary is not always a right way, lets check the real cause, and if i am not wrong the main cause is absentism, so is there a way we could trace out how to stop people taking leaves, lets say
1) Award the person who is not absent for the last week/month depending on the terms and policies.
2) Keep some benefit plans for the person who does not take leave tooo often
3) Involve some activities where it just fun twice a year and where you have awards for both person who is regular to office and person who is absent very frequently
I am not aware of Automobile Industry as I am from a Software Industry so all the points I have mentioned may not be applicable. Its Just a thought i shared here
Thanks
Falguni
From India, Hyderabad
There are many way how we can decrease absentism, deduction salary is not always a right way, lets check the real cause, and if i am not wrong the main cause is absentism, so is there a way we could trace out how to stop people taking leaves, lets say
1) Award the person who is not absent for the last week/month depending on the terms and policies.
2) Keep some benefit plans for the person who does not take leave tooo often
3) Involve some activities where it just fun twice a year and where you have awards for both person who is regular to office and person who is absent very frequently
I am not aware of Automobile Industry as I am from a Software Industry so all the points I have mentioned may not be applicable. Its Just a thought i shared here
Thanks
Falguni
From India, Hyderabad
Dear Falguni,
Pl give some more details of your query to understand the gravity of issue & to suggest the way to deal with such cases.
In general, there are different ways to deal with both unionised workmen (non management) & management grade employee.
1. Action for unionised (non management) workmen should be taken as per the provisions of ID Act 1947, and in conjunction of company's standing order.
2. For management grade employees, action may be taken as per clauses mentioned in their appointment letter. Appointment letter is a contract between employee & employer.
3. Another way to deal with absenteeism is proactive HR approach, i.e. study the causes of absenteeism, analyse the circumstances, understand human angle of the problem and then decide the appropriate action. Action may be legal proceedings (as per the case mentioned in point no.1 or 2), counselling, social punishment, monitory punishment etc.
I hope it will help u.
With best wishes,
Sameer
From India, Calcutta
Pl give some more details of your query to understand the gravity of issue & to suggest the way to deal with such cases.
In general, there are different ways to deal with both unionised workmen (non management) & management grade employee.
1. Action for unionised (non management) workmen should be taken as per the provisions of ID Act 1947, and in conjunction of company's standing order.
2. For management grade employees, action may be taken as per clauses mentioned in their appointment letter. Appointment letter is a contract between employee & employer.
3. Another way to deal with absenteeism is proactive HR approach, i.e. study the causes of absenteeism, analyse the circumstances, understand human angle of the problem and then decide the appropriate action. Action may be legal proceedings (as per the case mentioned in point no.1 or 2), counselling, social punishment, monitory punishment etc.
I hope it will help u.
With best wishes,
Sameer
From India, Calcutta
Hi all,
Normally in IT companies, one more clause is used
Message start-
`incase you fail to report to duty on or before ...... 2007, it will be construed as abandonement of employment and necessary termination proceedings will be initiated'
Message End.
Kindly note that incase of termination of employment for the reasons of long absence, no relieving letter/ experience letter would be given.
This is norm that is followed in most of SEI-CMM level 5 organisations in bangalore.
Thanks
Giridhar
From India, Bangalore
Normally in IT companies, one more clause is used
Message start-
`incase you fail to report to duty on or before ...... 2007, it will be construed as abandonement of employment and necessary termination proceedings will be initiated'
Message End.
Kindly note that incase of termination of employment for the reasons of long absence, no relieving letter/ experience letter would be given.
This is norm that is followed in most of SEI-CMM level 5 organisations in bangalore.
Thanks
Giridhar
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
How long will I live.zip
Absent from duty.doc