Hi all,
I need valuable suggestions and comments from HR professionals on the following situation:
One of my friends has been working in quasi-government for the past 20 years without any remarks or memos issued to her. By 15th of May, she was assigned to be the Personal Assistant to the General Manager (IAS Officer). On 14th of June, she took leave (properly applied and also informed her boss via mobile) for 10 days for her son's little finger surgery. However, on the 14th, her son got admitted, and after scrutinizing the scan report, the doctor advised her that no immediate surgery was required.
Meanwhile, on the 16th of May, she got transferred to another department in the factory. Consequently, my friend canceled her leave and the next day, she joined her duty, providing a joining report, etc.
The General Manager issued a show-cause notice stating, "You canceled the 8 days leave; why should disciplinary action not be taken against you?"
Do you think this is legal, and what kind of action would you take? Is it against labor law for an employee to apply for 10 days' leave, cancel 8 days, and join early? Is this considered good HR practice?
As a Senior Manager in HR, I am very surprised by this kind of action. I would like to hear your suggestions and comments.
Kantha
From India, Madras
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I need valuable suggestions and comments from HR professionals on the following situation:
One of my friends has been working in quasi-government for the past 20 years without any remarks or memos issued to her. By 15th of May, she was assigned to be the Personal Assistant to the General Manager (IAS Officer). On 14th of June, she took leave (properly applied and also informed her boss via mobile) for 10 days for her son's little finger surgery. However, on the 14th, her son got admitted, and after scrutinizing the scan report, the doctor advised her that no immediate surgery was required.
Meanwhile, on the 16th of May, she got transferred to another department in the factory. Consequently, my friend canceled her leave and the next day, she joined her duty, providing a joining report, etc.
The General Manager issued a show-cause notice stating, "You canceled the 8 days leave; why should disciplinary action not be taken against you?"
Do you think this is legal, and what kind of action would you take? Is it against labor law for an employee to apply for 10 days' leave, cancel 8 days, and join early? Is this considered good HR practice?
As a Senior Manager in HR, I am very surprised by this kind of action. I would like to hear your suggestions and comments.
Kantha
From India, Madras
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The GM is a foolish person. Without understanding the situation, he has gone ahead in issuing a SC Notice. I think she should reply back and question the purpose of SC Notice in her reply itself. She should also put a cc copy to ALC, Human Rights Authority, and dozens of others like the GM's top bosses, etc. Then only the GM would realize his mistake. I think the GM had a personal vendetta against the lady because issuing a SC Notice is a very sensitive issue. All facts, figures, circumstances should be weighed before issuing such notice.
Regards,
Ashish
From India, Mumbai
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7Regards,
Ashish
From India, Mumbai
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There are three possible reasons for this reaction from the GM:
1. He has a vendetta against the PA and is using this method to cause harm.
2. He genuinely believes (or is convinced by some other incompetent person) that misconduct has been done by the PA.
3. He has lost his mind.
For points 1 and 2 above, the best course would be to submit an official explanation in response to the show-cause. Ensure that copies of the explanation are received by the Head HR and the reporting supervisor of this GM. In the explanation, state clearly that the action of the PA in canceling her leave to report to duty early cannot be constituted as misconduct because it does not break any organizational rules. In fact, this action proves that the PA is a responsible employee who treats the company's interests with importance and chooses to return to work rather than avail of this benefit when its original purpose was not served. In the letter, also cite the exemplary service record of the PA through attached letters of recommendation.
The process itself should be used to prove that the charges of the GM are baseless and show prejudice on his part.
For point 3 above, the best course would be to inform the local mental asylum.
Regards!
From United States, Virginia Beach
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1. He has a vendetta against the PA and is using this method to cause harm.
2. He genuinely believes (or is convinced by some other incompetent person) that misconduct has been done by the PA.
3. He has lost his mind.
For points 1 and 2 above, the best course would be to submit an official explanation in response to the show-cause. Ensure that copies of the explanation are received by the Head HR and the reporting supervisor of this GM. In the explanation, state clearly that the action of the PA in canceling her leave to report to duty early cannot be constituted as misconduct because it does not break any organizational rules. In fact, this action proves that the PA is a responsible employee who treats the company's interests with importance and chooses to return to work rather than avail of this benefit when its original purpose was not served. In the letter, also cite the exemplary service record of the PA through attached letters of recommendation.
The process itself should be used to prove that the charges of the GM are baseless and show prejudice on his part.
For point 3 above, the best course would be to inform the local mental asylum.
Regards!
From United States, Virginia Beach
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