Dear Seniors,
My company operates on a 5-day workweek, but even within these 5 days, employees are frequently taking leaves. This situation results in incomplete work, which poses a significant challenge for us. As a small company with a limited number of employees, the workload heavily relies on their presence.
Recently, my director tasked me with creating a policy that ensures employees work for a minimum of 20 days each month to address the issue of incomplete tasks. The primary concern is meeting project deadlines and securing revenue for the company. I seek guidance on how to approach this situation and whether implementing such a policy is feasible.
Your insights and recommendations would be greatly appreciated.
Thank you.
From India, Mumbai
My company operates on a 5-day workweek, but even within these 5 days, employees are frequently taking leaves. This situation results in incomplete work, which poses a significant challenge for us. As a small company with a limited number of employees, the workload heavily relies on their presence.
Recently, my director tasked me with creating a policy that ensures employees work for a minimum of 20 days each month to address the issue of incomplete tasks. The primary concern is meeting project deadlines and securing revenue for the company. I seek guidance on how to approach this situation and whether implementing such a policy is feasible.
Your insights and recommendations would be greatly appreciated.
Thank you.
From India, Mumbai
Hi Sonalo3,
Do one thing. Maintain a fixed number of leaves for an employee to be taken in a respective calendar year. For example:
- Sick Leave: 6
- Casual Leave: 6
- Probation Leave: 6
- Vacation: 5
- Maternity: 3
- Bereavement: 3
- Loss of pay: -
- Comp off: -
This approach will help in preventing employees from taking more leaves than the company has allocated.
Regards,
Santosh
From India, Hyderabad
1Do one thing. Maintain a fixed number of leaves for an employee to be taken in a respective calendar year. For example:
- Sick Leave: 6
- Casual Leave: 6
- Probation Leave: 6
- Vacation: 5
- Maternity: 3
- Bereavement: 3
- Loss of pay: -
- Comp off: -
This approach will help in preventing employees from taking more leaves than the company has allocated.
Regards,
Santosh
From India, Hyderabad
No but my questions is after the allotment of these leaves also if the person is taking leave then what?? and they dont fall in the leave approval category i.e. they are not confirmed.
From India, Mumbai
From India, Mumbai
Hi,
I suggest you find out the reason for employees taking leave because your company already seems like a paradise with only 5 working days. If employees are taking additional leaves, we need to address this as a serious issue. Maybe the carrot theory could work for some employees, while for others, we may need to consider the stick theory. Before that, as Mr. Santosh mentioned, please ensure all HR systems and procedures are in place so that rules can be clearly communicated from management's side. Then, you can make a decision based on their reactions.
All the best.
From India, Madras
I suggest you find out the reason for employees taking leave because your company already seems like a paradise with only 5 working days. If employees are taking additional leaves, we need to address this as a serious issue. Maybe the carrot theory could work for some employees, while for others, we may need to consider the stick theory. Before that, as Mr. Santosh mentioned, please ensure all HR systems and procedures are in place so that rules can be clearly communicated from management's side. Then, you can make a decision based on their reactions.
All the best.
From India, Madras
Hey if the employee is not confirmed then the employee comes under the probation category. so set some fixed probation leaves. hope this can solve the issue. Regards, Santosh
From India, Hyderabad
From India, Hyderabad
No but if their salary gets cut due to leaves they are ok with that taking leaves coz of sickness, marriages, puja and all.
From India, Mumbai
From India, Mumbai
yeah even that can solve the issue. good, but plan and think carefully before implementing anything. Regards, Santosh
From India, Hyderabad
From India, Hyderabad
Dear Sonal,
What is your company's staff strength? What is your company's leave policy? Are the employees taking leave beyond their eligibility? How has your company planned for leave without pay? Are your employees obtaining leave approval before taking time off? What is your management's view on absenteeism? Do you have a discipline policy in place for your company? What punishments are awarded to employees who are absent without leave?
If you reply to these questions, our members can provide effective responses. Otherwise, the reply will be incomplete and seem like beating around the bush.
Wish you all the best.
From India, Kumbakonam
What is your company's staff strength? What is your company's leave policy? Are the employees taking leave beyond their eligibility? How has your company planned for leave without pay? Are your employees obtaining leave approval before taking time off? What is your management's view on absenteeism? Do you have a discipline policy in place for your company? What punishments are awarded to employees who are absent without leave?
If you reply to these questions, our members can provide effective responses. Otherwise, the reply will be incomplete and seem like beating around the bush.
Wish you all the best.
From India, Kumbakonam
1. 20
2. The leave policy is not applicable to them as none of them are confirmed. There is no eligibility.
3. There is no planning on that. Can you please guide me on how to plan for leave on Loss of Pay (LOP)?
4. I didn't understand. They are also frustrated and asked me to do something.
5. No, not yet. There have been no punishments as yet.
From India, Mumbai
2. The leave policy is not applicable to them as none of them are confirmed. There is no eligibility.
3. There is no planning on that. Can you please guide me on how to plan for leave on Loss of Pay (LOP)?
4. I didn't understand. They are also frustrated and asked me to do something.
5. No, not yet. There have been no punishments as yet.
From India, Mumbai
Dear Sonal,
Your company's staff strength is 20, and you have a 5-day workweek policy with Saturday and Sunday as holidays.
There are many threads on how to create an HR policy. Please follow those threads and prepare your company's HR manual. Consult with your management to plan pre-employment procedures, interview patterns, appointment procedures, employment on probation, training and development programs, leave policies, handling of absences/absconding, LTA, promotion guidelines, discipline policies including minor and major punishments, charge trial procedures, dress code requirements, retrenchment procedures, resignation and retirement guidelines, etc. Once you prepare this HR manual successfully, you will be able to resolve various issues without any hindrance.
While preparing the HR manual, ensure to obtain concurrence from your management to avoid difficulties later on. After preparation, seek approval for the HR manual from your Managing Director/Proprietor to instill discipline among staff members and discourage disobedience. Once the manual is ready, you can have it reviewed by experienced members who can provide insights for additions, deletions, or modifications under any heading.
Wishing you all the best.
From India, Kumbakonam
Your company's staff strength is 20, and you have a 5-day workweek policy with Saturday and Sunday as holidays.
There are many threads on how to create an HR policy. Please follow those threads and prepare your company's HR manual. Consult with your management to plan pre-employment procedures, interview patterns, appointment procedures, employment on probation, training and development programs, leave policies, handling of absences/absconding, LTA, promotion guidelines, discipline policies including minor and major punishments, charge trial procedures, dress code requirements, retrenchment procedures, resignation and retirement guidelines, etc. Once you prepare this HR manual successfully, you will be able to resolve various issues without any hindrance.
While preparing the HR manual, ensure to obtain concurrence from your management to avoid difficulties later on. After preparation, seek approval for the HR manual from your Managing Director/Proprietor to instill discipline among staff members and discourage disobedience. Once the manual is ready, you can have it reviewed by experienced members who can provide insights for additions, deletions, or modifications under any heading.
Wishing you all the best.
From India, Kumbakonam
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