Thank you for your responses. I will take the right decision based on the same.
From India, Pune
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From India, Pune
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Dear infy_employee,
Welcome to CiteHR.com!
Yes, there are sufficient grounds for initiating disciplinary proceedings against you. The documents you intend to submit would not stand up to scrutiny by a specialist should the company choose to probe the matter deeper and further.
What was the actual reason for your leave? Why were you not able to apply for leave on genuine grounds?
Warm regards.
From India, Delhi
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1446Welcome to CiteHR.com!
Yes, there are sufficient grounds for initiating disciplinary proceedings against you. The documents you intend to submit would not stand up to scrutiny by a specialist should the company choose to probe the matter deeper and further.
What was the actual reason for your leave? Why were you not able to apply for leave on genuine grounds?
Warm regards.
From India, Delhi
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Dear [Recipient],
You should be in trouble if you do not have a genuine cause for a leave of absence. My suggestion would be to open up with your Project Manager and provide a detailed account of the reasons for your absence. Ask for pardon; I hope he/she will understand and might warn you not to repeat this in the future and may let you off. Otherwise, on the basis of incorrect documents, disciplinary action might be initiated against you.
Regards,
A. Ratna Sekhar
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You should be in trouble if you do not have a genuine cause for a leave of absence. My suggestion would be to open up with your Project Manager and provide a detailed account of the reasons for your absence. Ask for pardon; I hope he/she will understand and might warn you not to repeat this in the future and may let you off. Otherwise, on the basis of incorrect documents, disciplinary action might be initiated against you.
Regards,
A. Ratna Sekhar
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Hello,
Like Raj Kumar and Ratna Sekhar mentioned, the grounds for disciplinary action are already laid out. But I have a feeling you aren't being completely honest with this forum, just like you weren't with your PM. There are definitely some missing links in your story—else you would have mentioned the actual reason for the unplanned leaves [frankly, I think they wouldn't have been unplanned—only unmentionable].
If you are in the right, you can expect full and total support from this excellent forum. But if you want to cover up something wrong with the advice of the members of this forum, I think you have come to the wrong place. And whether what you did is right or wrong is for the members of the forum to judge—not you. This can come about only if you mention the full and complete details. If you hesitate to mention all the info, you only give scope for all of us at CiteHR to both mistake/doubt your intentions and the submitted facts.
The conclusion and next step are up to you.
Regards,
TS
From India, Hyderabad
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Like Raj Kumar and Ratna Sekhar mentioned, the grounds for disciplinary action are already laid out. But I have a feeling you aren't being completely honest with this forum, just like you weren't with your PM. There are definitely some missing links in your story—else you would have mentioned the actual reason for the unplanned leaves [frankly, I think they wouldn't have been unplanned—only unmentionable].
If you are in the right, you can expect full and total support from this excellent forum. But if you want to cover up something wrong with the advice of the members of this forum, I think you have come to the wrong place. And whether what you did is right or wrong is for the members of the forum to judge—not you. This can come about only if you mention the full and complete details. If you hesitate to mention all the info, you only give scope for all of us at CiteHR to both mistake/doubt your intentions and the submitted facts.
The conclusion and next step are up to you.
Regards,
TS
From India, Hyderabad
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Dear All,
I believe there is an issue with the workplace leadership and some of the individuals who work there. Historically, there appears to be a general acceptance of such behavior or actions; otherwise, it would not have reached this point. I have witnessed it happening one too many times and have consistently inquired with the respective manager or leader about the actions they plan to take, only to receive a response of "none." This seems to be a common occurrence in many companies for reasons beyond my comprehension.
I view the individual at Infy as an example of the decadence that has taken hold, particularly in rapidly growing sectors like IT/ITES, Finance, Insurance, Healthcare, etc. Unless we, as HR representatives, act promptly, this attitude will only worsen to the detriment of all.
Thank you.
From India, Mumbai
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I believe there is an issue with the workplace leadership and some of the individuals who work there. Historically, there appears to be a general acceptance of such behavior or actions; otherwise, it would not have reached this point. I have witnessed it happening one too many times and have consistently inquired with the respective manager or leader about the actions they plan to take, only to receive a response of "none." This seems to be a common occurrence in many companies for reasons beyond my comprehension.
I view the individual at Infy as an example of the decadence that has taken hold, particularly in rapidly growing sectors like IT/ITES, Finance, Insurance, Healthcare, etc. Unless we, as HR representatives, act promptly, this attitude will only worsen to the detriment of all.
Thank you.
From India, Mumbai
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By the way, having been in the industry for nearly two decades, I am fully aware of the market dynamics, workforce challenges, competition for manpower, etc. What evades me is the general lack of willingness on the part of the manager/team leadership and all the way up to nip such attitudes/behavior in the bud. Action is initiated only if the issue at hand is so serious that no other remedy is available.
From India, Mumbai
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From India, Mumbai
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Dear Infy Employee,
You were lucky enough to escape on two occasions. The incident you mentioned definitely calls for disciplinary action. Please be genuine and honest with the details, or you might end up in trouble.
Regards,
Sultana
From India, Bangalore
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You were lucky enough to escape on two occasions. The incident you mentioned definitely calls for disciplinary action. Please be genuine and honest with the details, or you might end up in trouble.
Regards,
Sultana
From India, Bangalore
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Hello chronic patient,
Medical emergencies or exigencies cannot be planned unless you are a chronic patient or have a planned surgery. Anyway, please email me a brief write-up in chronological order, and let me see how I can help you.
CK SAFAYA
Advocate & HR Consultant
From India, New Delhi
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Medical emergencies or exigencies cannot be planned unless you are a chronic patient or have a planned surgery. Anyway, please email me a brief write-up in chronological order, and let me see how I can help you.
CK SAFAYA
Advocate & HR Consultant
From India, New Delhi
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You have stated that your boss knows that you have been "faking it". Well, if you have been genuinely ill and have genuine documents to support your illness, you need not worry. But as things stand and as admitted by you, Raj has correctly summarized that you could be heading for trouble. Yes, you may be liable for disciplinary proceedings by the company.
Vasant Nair
From India, Mumbai
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Vasant Nair
From India, Mumbai
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If your scan, sonography reports, and doctor's prescription corroborate the nature of the illness quoted by you in your leave application, then you need not worry. However, if the reason/nature of illness quoted by you differs from the illness mentioned in your referred documents, disciplinary action cannot be avoided.
The reason for asking about the history of illness by your PM may also be with the intention to refer your case to a specialist for a second opinion to determine whether you are actually fit for the job or not.
PS Dhingra
Management & Vigilance Consultant
Dhingra Group of Consultants
New Delhi
09968076381
dcgroup1962@gmail.com
From India, Delhi
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The reason for asking about the history of illness by your PM may also be with the intention to refer your case to a specialist for a second opinion to determine whether you are actually fit for the job or not.
PS Dhingra
Management & Vigilance Consultant
Dhingra Group of Consultants
New Delhi
09968076381
dcgroup1962@gmail.com
From India, Delhi
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