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
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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
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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
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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
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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
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From India, Mumbai
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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
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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
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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
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From India, Hyderabad
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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
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From India, Mumbai
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yeah even that can solve the issue. good, but plan and think carefully before implementing anything. Regards, Santosh
From India, Hyderabad
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From India, Hyderabad
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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
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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
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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
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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
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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
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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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Hi, this is Lakshmi.
First, discuss with the employees in your organization. First, find the problem where it exactly starts. Then try to find a solution for it. Give some rewards and grades to the employees, try to motivate them to reach the goals of the organization. Adopt some rules, punish them if they try to cross those rules, and maintain a page in your profile or company about the rules so that in the future, you can avoid this type of problems.
I don't know whether this will solve your problem, still, I tried. I am pursuing my MBA, so I don't have any work experience. I am open to accepting remarks on my comment.
From United States, Cambridge
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First, discuss with the employees in your organization. First, find the problem where it exactly starts. Then try to find a solution for it. Give some rewards and grades to the employees, try to motivate them to reach the goals of the organization. Adopt some rules, punish them if they try to cross those rules, and maintain a page in your profile or company about the rules so that in the future, you can avoid this type of problems.
I don't know whether this will solve your problem, still, I tried. I am pursuing my MBA, so I don't have any work experience. I am open to accepting remarks on my comment.
From United States, Cambridge
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Sonal,
We also have a small team, and our work has critical deadlines that cannot be missed. Our clients plan for these dates weeks in advance.
During probation, no one is granted leave except for a medical emergency. For all other cases, leaves need to be approved, and we refuse leave when work pressure does not allow for it. People have been removed from service for taking unauthorized leave.
Recently, our team leads asked us to implement a penalty of 1.5 days without pay for every case of absence without authorization (all team members agreed to it). Also, try explaining to employees the impact of their absence.
From India, Mumbai
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We also have a small team, and our work has critical deadlines that cannot be missed. Our clients plan for these dates weeks in advance.
During probation, no one is granted leave except for a medical emergency. For all other cases, leaves need to be approved, and we refuse leave when work pressure does not allow for it. People have been removed from service for taking unauthorized leave.
Recently, our team leads asked us to implement a penalty of 1.5 days without pay for every case of absence without authorization (all team members agreed to it). Also, try explaining to employees the impact of their absence.
From India, Mumbai
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My first advise would be find reasons for the employing remaining on leave. If necessary counsel & if it is out-of-fantasy or of no reason, issue warning letter/arrange substitute employee.
From India, Tiruchchirappalli
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From India, Tiruchchirappalli
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Dear Sonal,
All the experts have already given their views on that matter. So, make a leave policy for your organization, seek approval from your top management, and educate your employees about the leave rules. Include a clause in your appointment letter stating that if any employee's performance is not up to expectations during the probation period, the company will terminate them.
Most importantly, educate your employees about the leave rules.
Ratikanta Rath
From India, Durgapur
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All the experts have already given their views on that matter. So, make a leave policy for your organization, seek approval from your top management, and educate your employees about the leave rules. Include a clause in your appointment letter stating that if any employee's performance is not up to expectations during the probation period, the company will terminate them.
Most importantly, educate your employees about the leave rules.
Ratikanta Rath
From India, Durgapur
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Hi Sonal,
Employees are always eligible to take the minimal leaves as per the Govt policy, as I feel, and the additional leaves are the ones which are unplanned like being sick or planned such as attending vacation, functions, or parties. However, EMPLOYERS SHOULD CLEARLY COMMUNICATE that whatever leaves or flexibilities you take or use, COMPLETING YOUR TASK WILL BE CALCULATED. Make it a POWERFUL COMMUNICATION.
Regards,
Raghu
From India, Hyderabad
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Employees are always eligible to take the minimal leaves as per the Govt policy, as I feel, and the additional leaves are the ones which are unplanned like being sick or planned such as attending vacation, functions, or parties. However, EMPLOYERS SHOULD CLEARLY COMMUNICATE that whatever leaves or flexibilities you take or use, COMPLETING YOUR TASK WILL BE CALCULATED. Make it a POWERFUL COMMUNICATION.
Regards,
Raghu
From India, Hyderabad
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Hi Sonal,
The only reason seems to be the employees' negligence as they are not properly warned about the actions that can be taken for repetition of such absenteeism. If an employee is undergoing his/her probation, they are restricted to only a few leaves for that period. Violation of any of the company's policies may sometimes lead to their termination as well. This should be made clear to them, and they should be informed about the seriousness of the issue and the actions that can be taken by the management as a result of this. This may yield positive results if the message is delivered by the appropriate source.
All the best,
Vijaya
From India, Hyderabad
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The only reason seems to be the employees' negligence as they are not properly warned about the actions that can be taken for repetition of such absenteeism. If an employee is undergoing his/her probation, they are restricted to only a few leaves for that period. Violation of any of the company's policies may sometimes lead to their termination as well. This should be made clear to them, and they should be informed about the seriousness of the issue and the actions that can be taken by the management as a result of this. This may yield positive results if the message is delivered by the appropriate source.
All the best,
Vijaya
From India, Hyderabad
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Hi Sonal,
First, find out the number of productive hours that contribute to the margin after accounting for all overheads. These hours should remain consistent for at least six months, specifically the work order hours. Squeeze that to -20%, meaning if a job normally takes 8 hours, it should be completed within 6 hours while maintaining quality. Next, multiply these adjusted hours with the number of days in a month. It must be mandatory for the entire year that the employee produces a certain number of hours of work to receive a full salary (set a target). Consider offering incentives, whether monetary or gift coupons, as motivation.
If employees do not fulfill the minimum required hours, enforce it.
Regards,
James
From India, Bangalore
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First, find out the number of productive hours that contribute to the margin after accounting for all overheads. These hours should remain consistent for at least six months, specifically the work order hours. Squeeze that to -20%, meaning if a job normally takes 8 hours, it should be completed within 6 hours while maintaining quality. Next, multiply these adjusted hours with the number of days in a month. It must be mandatory for the entire year that the employee produces a certain number of hours of work to receive a full salary (set a target). Consider offering incentives, whether monetary or gift coupons, as motivation.
If employees do not fulfill the minimum required hours, enforce it.
Regards,
James
From India, Bangalore
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Dear Sonal,
I would suggest you to go for a hire and fire rule because if the probation period is ongoing, only CL is authorized for the non-confirmed employees. If, in this case, employees take personal leave, the leaves would be counted as LWP.
Absenteeism may have repercussions, which include:
Decrease in Productivity
- Employees may be carrying an extra workload or supporting new or replacement staff.
- Employees may be required to train and orientate new or replacement workers.
- Staff morale and employee service may suffer.
Trends in Absenteeism
Surveys indicate the following generalities in absenteeism:
- The higher the rate of pay and the greater the length of service of the employee, the fewer the absences.
- As an organization grows, there is a tendency towards higher rates of absenteeism.
- Women are absent more frequently than men.
- Single employees are absent more frequently than married employees.
- Younger employees are absent more frequently than older employees.
- Older employees are absent for longer periods of time than younger employees.
- Unionized organizations have higher absenteeism rates than non-unionized organizations.
I hope this helps you understand and prepare your company's leave policy.
Best Regards,
Vandana Sharma
From India, Calcutta
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I would suggest you to go for a hire and fire rule because if the probation period is ongoing, only CL is authorized for the non-confirmed employees. If, in this case, employees take personal leave, the leaves would be counted as LWP.
Absenteeism may have repercussions, which include:
Decrease in Productivity
- Employees may be carrying an extra workload or supporting new or replacement staff.
- Employees may be required to train and orientate new or replacement workers.
- Staff morale and employee service may suffer.
Trends in Absenteeism
Surveys indicate the following generalities in absenteeism:
- The higher the rate of pay and the greater the length of service of the employee, the fewer the absences.
- As an organization grows, there is a tendency towards higher rates of absenteeism.
- Women are absent more frequently than men.
- Single employees are absent more frequently than married employees.
- Younger employees are absent more frequently than older employees.
- Older employees are absent for longer periods of time than younger employees.
- Unionized organizations have higher absenteeism rates than non-unionized organizations.
I hope this helps you understand and prepare your company's leave policy.
Best Regards,
Vandana Sharma
From India, Calcutta
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Hi, I do not agree with Vandana's comment ("I would suggest you go for a hire and fire rule."). This is not a solution. First, check all your policies. Identify any loopholes between the policies and take proper action.
If you have a five-day week, decide on the number of working hours per day. Calculate everybody's working hours for a week for a few days. Establish a policy (e.g., for one week - 9 hours * 5 days = 45 hours). Everyone must complete 45 working hours per week. If someone's working hours are 35 (10 hours less), you can deduct one leave. Create a policy along those lines. Keep this practice for a few months. If anyone does not comply, inform them that their salary will be deducted.
Additionally, make an effort to communicate with people. Understand the reasons behind their leaves.
From India, Pune
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If you have a five-day week, decide on the number of working hours per day. Calculate everybody's working hours for a week for a few days. Establish a policy (e.g., for one week - 9 hours * 5 days = 45 hours). Everyone must complete 45 working hours per week. If someone's working hours are 35 (10 hours less), you can deduct one leave. Create a policy along those lines. Keep this practice for a few months. If anyone does not comply, inform them that their salary will be deducted.
Additionally, make an effort to communicate with people. Understand the reasons behind their leaves.
From India, Pune
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Hi,
I would also suggest that you communicate to the probationers that if they have unauthorized leaves or take too much leave during the probation period, their confirmation will be delayed or it would have an effect on their reviews.
Gayathri
From India, Bangalore
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I would also suggest that you communicate to the probationers that if they have unauthorized leaves or take too much leave during the probation period, their confirmation will be delayed or it would have an effect on their reviews.
Gayathri
From India, Bangalore
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Dear Ruchi, In this website u will get answers of your all queries. So never feel hesitate to ask your query in this community. Ratikanta Rath
From India, Durgapur
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From India, Durgapur
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Dear Sonal,
In your case, HR policy will be of no use because I feel your employees might be too young, without any household responsibility, and they might be taking leave without any valid reason. Your disciplinary action on them will also be of no use.
In such a case, you have to call each employee and counsel them. Ask them the reason for their habitual absenteeism. Make a comparative statement of their salary for the last 3 months highlighting their total loss including indirect benefits like leave, bonus, PF, etc.
Secondly, you can introduce different types of Attendance Bonus, like weekly Attendance Bonus, Fortnight Attendance Bonus, and Monthly Attendance Bonus. That is if an employee attends the full week, he will get x amount as a bonus in his salary or for a fortnight or month. This will reduce absenteeism, and there will be no production loss.
To conclude, I will only comment that if you have high absenteeism, then you have recruited the wrong people.
Regards,
Clement
From India, Pune
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In your case, HR policy will be of no use because I feel your employees might be too young, without any household responsibility, and they might be taking leave without any valid reason. Your disciplinary action on them will also be of no use.
In such a case, you have to call each employee and counsel them. Ask them the reason for their habitual absenteeism. Make a comparative statement of their salary for the last 3 months highlighting their total loss including indirect benefits like leave, bonus, PF, etc.
Secondly, you can introduce different types of Attendance Bonus, like weekly Attendance Bonus, Fortnight Attendance Bonus, and Monthly Attendance Bonus. That is if an employee attends the full week, he will get x amount as a bonus in his salary or for a fortnight or month. This will reduce absenteeism, and there will be no production loss.
To conclude, I will only comment that if you have high absenteeism, then you have recruited the wrong people.
Regards,
Clement
From India, Pune
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Dear Sonal,
As rightly mentioned by Mr. Bhaskar, please ensure a proper HR policy is documented and communicated to employees during induction. You can limit the number of leaves taken in a month to 2 or 3.
I need clarification: if most employees are new and the leave policy doesn't apply to them, how are they taking leaves? Additionally, investigate why employees are taking leaves without valid reasons. Is there a lack of motivation in the workplace?
If issues persist, consider taking disciplinary actions and seek more committed employees. Regarding completing tasks on time, many organizations work for 5 days and meet deadlines. You could consider extending working hours by 1 hour each day (e.g., 9 am to 6.30 pm).
Regards,
Sanjeev
Bangalore
From India, Bangalore
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As rightly mentioned by Mr. Bhaskar, please ensure a proper HR policy is documented and communicated to employees during induction. You can limit the number of leaves taken in a month to 2 or 3.
I need clarification: if most employees are new and the leave policy doesn't apply to them, how are they taking leaves? Additionally, investigate why employees are taking leaves without valid reasons. Is there a lack of motivation in the workplace?
If issues persist, consider taking disciplinary actions and seek more committed employees. Regarding completing tasks on time, many organizations work for 5 days and meet deadlines. You could consider extending working hours by 1 hour each day (e.g., 9 am to 6.30 pm).
Regards,
Sanjeev
Bangalore
From India, Bangalore
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Your employer is very open and has expressed the incompletions in work due to a few reasons. You can notice that every employee must work for 48 hours a week. However, any employee can avail leave, and necessary prior approval is required from the concerned authority. You can refer to The A.P Shops & Establishment Act, 1988, or The Factories Act, 1948, wherein the rules are defined.
Another way to evaluate the work performance of all employees is to define job responsibilities/descriptions so that they will perform well and the organization will benefit. You can also implement a well HR policy to protect and apply rules as per the law; accordingly, it will be easier to implement for better performance.
Mohanrao.
Enso Secutrack Limited
From India, Hyderabad
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Another way to evaluate the work performance of all employees is to define job responsibilities/descriptions so that they will perform well and the organization will benefit. You can also implement a well HR policy to protect and apply rules as per the law; accordingly, it will be easier to implement for better performance.
Mohanrao.
Enso Secutrack Limited
From India, Hyderabad
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Dear Sonal,
I would like to suggest that you first talk to each employee and find out the reasons for taking so many leaves. Try to communicate the company updates to the employees, I mean, about the projects and the assigned time to complete their tasks. Explain to them clearly how the company's success (achieving the company goals) is related to their personal life as well as their career.
Also, try to establish a few policies one by one to ensure smooth operations:
1. Leave policy (total number of leaves allotted and the usage of leaves every month according to your company policy)
2. Working hours policy
3. Attire policy
Since the headcount of your company is low, try to have one-on-one discussions with your employees once or twice a month so that you can understand any issues or problems from the employees' perspective.
Warm Regards,
Shirisha
From India, Hyderabad
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I would like to suggest that you first talk to each employee and find out the reasons for taking so many leaves. Try to communicate the company updates to the employees, I mean, about the projects and the assigned time to complete their tasks. Explain to them clearly how the company's success (achieving the company goals) is related to their personal life as well as their career.
Also, try to establish a few policies one by one to ensure smooth operations:
1. Leave policy (total number of leaves allotted and the usage of leaves every month according to your company policy)
2. Working hours policy
3. Attire policy
Since the headcount of your company is low, try to have one-on-one discussions with your employees once or twice a month so that you can understand any issues or problems from the employees' perspective.
Warm Regards,
Shirisha
From India, Hyderabad
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Hi Sonal03,
Here are a few suggestions.
Long run:
1. First and foremost, you should have your own leave policy/rules and also Conduct and Discipline Rules in place. If it is not there, frame them and implement immediately.
2. Don't declare a weekly holiday en masse for all; these days could be given to them by rotation, viz., Mr. X will avail on Monday/Tuesday, Mr. Y on Friday/Saturday like that. Place a roster for every month in advance so that not everybody will be on leave or holiday.
3. Service conditions should be suitably modified to solve such problems.
4. Strictly implement a performance appraisal system with a link to productivity.
Short run:
1. Issue a circular suitably detailing "availing leave is not a right."
2. Any leave shall be availed only with prior approval, subject to official exigencies. Availing leave during probation should extend their probation automatically. (Many employers don't permit leave during the probation period.)
3. In order to ensure work is completed on time -
Issue work allocation letters individually fixing a time limit within which such work shall be completed. Any time overrun will either extend the probation or result in termination due to unsatisfactory performance, not up to the mark.
4. Review timely performance individually and implement incentives for those who perform on time.
5. Form teams/group together for specific work and allocate work with a time schedule. Encourage a competitive spirit among the groups. Implement a credit rating for successful performers entitling incentives, increments, and promotions.
6. Keep your communication mechanism clear and effective.
Above all, review whether or not to continue the 5-day week system, considering reverting to a 6-day week with suitable adjustments in working hours.
Kumar.S.
BG.
From India, Bangalore
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Here are a few suggestions.
Long run:
1. First and foremost, you should have your own leave policy/rules and also Conduct and Discipline Rules in place. If it is not there, frame them and implement immediately.
2. Don't declare a weekly holiday en masse for all; these days could be given to them by rotation, viz., Mr. X will avail on Monday/Tuesday, Mr. Y on Friday/Saturday like that. Place a roster for every month in advance so that not everybody will be on leave or holiday.
3. Service conditions should be suitably modified to solve such problems.
4. Strictly implement a performance appraisal system with a link to productivity.
Short run:
1. Issue a circular suitably detailing "availing leave is not a right."
2. Any leave shall be availed only with prior approval, subject to official exigencies. Availing leave during probation should extend their probation automatically. (Many employers don't permit leave during the probation period.)
3. In order to ensure work is completed on time -
Issue work allocation letters individually fixing a time limit within which such work shall be completed. Any time overrun will either extend the probation or result in termination due to unsatisfactory performance, not up to the mark.
4. Review timely performance individually and implement incentives for those who perform on time.
5. Form teams/group together for specific work and allocate work with a time schedule. Encourage a competitive spirit among the groups. Implement a credit rating for successful performers entitling incentives, increments, and promotions.
6. Keep your communication mechanism clear and effective.
Above all, review whether or not to continue the 5-day week system, considering reverting to a 6-day week with suitable adjustments in working hours.
Kumar.S.
BG.
From India, Bangalore
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(Fact Checked)-The user's reply contains accurate and practical suggestions for managing employee leaves and work completion effectively. The recommendations align with best practices in HR and organizational management. (1 Acknowledge point)
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CiteHR.AI
(Fact Checked)-The user reply provides comprehensive and practical suggestions to address the issue of excessive employee leaves. The recommendations on leave policies, performance appraisals, and work allocation are sound and align with best practices. (1 Acknowledge point)
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Dear Sonal,
As per the above discussion, I felt that your major concern is whether the work has been done or completed within the stipulated period. You can either assign an individual assignment to an employee or assign a project to a team of employees. You can then ask them to finish within the stipulated period, after which you can allocate employee leave and other HR benefits. It is important that your employees feel motivated to finish the assigned quality work within the given time.
Your feedback would be appreciated.
Anant Karad
From India, Pune
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As per the above discussion, I felt that your major concern is whether the work has been done or completed within the stipulated period. You can either assign an individual assignment to an employee or assign a project to a team of employees. You can then ask them to finish within the stipulated period, after which you can allocate employee leave and other HR benefits. It is important that your employees feel motivated to finish the assigned quality work within the given time.
Your feedback would be appreciated.
Anant Karad
From India, Pune
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(Fact Checked)-The user's reply contains good suggestions for managing employee workload efficiently and incentivizing timely completion. Encouraging employees to complete work promptly is beneficial for productivity. (1 Acknowledge point)
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Almost all friends here use one word wrongly - LEAVES... hahaha... There is no plural for the word Leave... Plural of leaf is leaves! But here in HR jargon, Leave is the act of leaving or absence. One can, at best, say "No. of days of leave" but not leaves! Then we will have to assume that the leaves are on the trees and not in offices!
Kindly correct.
Best wishes.
From India, Bengaluru
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Kindly correct.
Best wishes.
From India, Bengaluru
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Dear Sir,
To control the heavy absenteeism, we can introduce some monetary benefits as follows: Assume if the salary is Rs. 10,000 per month, the basic, DA, HRA, and other allowances may total Rs. 7,500 per month. An attendance incentive of Rs. 2,500 per month can be implemented. The attendance incentive policy could be structured as follows: if an employee is present for the full day, they receive Rs. 2,500 per month as an attendance incentive. For one day of leave or absence, the incentive is Rs. 2,000 per month, and for two days of leave or absence, Rs. 1,000 per month. If an employee is absent for more than two days, the incentive is reduced to Rs. 0 per month. This is just one of the options available.
Best Regards,
Kamalarathinam M.
From India, Coimbatore
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To control the heavy absenteeism, we can introduce some monetary benefits as follows: Assume if the salary is Rs. 10,000 per month, the basic, DA, HRA, and other allowances may total Rs. 7,500 per month. An attendance incentive of Rs. 2,500 per month can be implemented. The attendance incentive policy could be structured as follows: if an employee is present for the full day, they receive Rs. 2,500 per month as an attendance incentive. For one day of leave or absence, the incentive is Rs. 2,000 per month, and for two days of leave or absence, Rs. 1,000 per month. If an employee is absent for more than two days, the incentive is reduced to Rs. 0 per month. This is just one of the options available.
Best Regards,
Kamalarathinam M.
From India, Coimbatore
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Hi, Why to keep attendance incentive a component in the salary breakup. It should be give over and above the CTC. Make attendance bonus a motivation for the employee.
From India, Vadodara
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From India, Vadodara
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give dead line for every task entrusted to them and allot work and responsibility where employee to employee will be boss for their performance late coming and absentism.
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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With just 20 employees, we are looking for better discipline. Just having rules will not suffice. Theoretically, you may be able to achieve discipline for some time. However, good quality human resources will not sustain and find better openings. The low-quality ones will build up their strengths over it and arm-twist the management. The best way is to work on the basis of individual targets and timelines duly committed on paper. Availing leaves is within the rules, and directly nobody can prevent it. But proper pre-planning can be encouraged. Moreover, during festivals, everybody prefers to enjoy with family. So target planning must be compiled with a clear view and understanding. In case we have people availing leave en masse on the same day, the trouble is much more than you feel it now.
From India, Jamnagar
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From India, Jamnagar
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(Fact Checked)-The user's reply contains valid points regarding the importance of individual targets and pre-planning to address leave management issues. Encouraging proper planning can help mitigate work disruptions. However, it's essential to ensure that any policies or targets set comply with labor laws and regulations to avoid potential legal issues. (1 Acknowledge point)
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Hello Sonal, Is is manufacturing industry or shop & establishment (factory or office)? You can control this. Kinldy inform.
From India, Mumbai
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From India, Mumbai
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(Fact Checked)-Hello Sonal, It is essential to understand the type of industry to tailor policies effectively. Please provide more details for specific guidance. Thank you for your contribution. (1 Acknowledge point)
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Annual leave planner, if made mandatory for staff, can be beneficial as leaves can be granted so that work schedule is not hampered. For this again, the leave policy has to be properly laid down, demarcating them into types like sick leave, casual leave, privilege leave, etc. Again, the above idea of a carrot policy with attendance bonus can be used. The stick in terms of disciplinary actions for absenteeism can also be applied. Prior to all this, a small survey can be done to inquire about the causes of absenteeism. The controllable reasons can be effectively dealt with.
From India, Pune
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From India, Pune
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(Fact Checked)-The user's reply contains accurate suggestions for managing absenteeism through leave policies, incentives, disciplinary actions, and conducting surveys to address controllable reasons. (1 Acknowledge point)
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Dear friend I suggest you take action for unwanted leave for the employee . If any person how got leave should be inform to HR department for two days before other wise it should take fine
From India
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From India
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Dear Sonal,
Please read the leave policy so that you can understand this issue. First of all, you need to understand why people take leaves. I have a friend who works in a call center as a CRO. He works 13 hours per day and only thinks about work. He will start his journey when work is completed. This reflects his attitude. Don't you think about employee attitudes? Divide the employees into three categories based on their attitudes, counsel them, and if they do not change, give them a period to say goodbye. Check your recruitment pattern. Create questions regarding employee attitudes, and if they show poor attitudes, do not hire them to avoid these problems.
Best Regards,
Ashok
8886569549
From India, Hyderabad
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Please read the leave policy so that you can understand this issue. First of all, you need to understand why people take leaves. I have a friend who works in a call center as a CRO. He works 13 hours per day and only thinks about work. He will start his journey when work is completed. This reflects his attitude. Don't you think about employee attitudes? Divide the employees into three categories based on their attitudes, counsel them, and if they do not change, give them a period to say goodbye. Check your recruitment pattern. Create questions regarding employee attitudes, and if they show poor attitudes, do not hire them to avoid these problems.
Best Regards,
Ashok
8886569549
From India, Hyderabad
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Hi, As I think, S. Bhaskar suggestion is best to resolve the problem of Sonal. Thank you Bhaskar for your most effective suggestion. Best Regards: vikas ranjan
From India, Bangalore
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From India, Bangalore
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Hi Sonal,
You mentioned that your company's staff strength is 20 members and that your company's work mainly depends on them. However, the main problem is absenteeism. I have some suggestions for you that may be useful. Consider the following points:
1) Employee absenteeism mainly occurs when they have personal problems, encounter office politics, face heavy workloads, or expect additional benefits (especially related to pay).
My suggestion is that you first identify the reasons behind this problem. Additionally, since your organization has a small staff, you have the option to interact with everyone easily. Try to convince them and also understand their perspective.
The easiest way to solve any organizational problem is by interacting with the relevant individuals. This is the better option we have because they are educated.
Regards,
Satish
From India, Bangalore
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You mentioned that your company's staff strength is 20 members and that your company's work mainly depends on them. However, the main problem is absenteeism. I have some suggestions for you that may be useful. Consider the following points:
1) Employee absenteeism mainly occurs when they have personal problems, encounter office politics, face heavy workloads, or expect additional benefits (especially related to pay).
My suggestion is that you first identify the reasons behind this problem. Additionally, since your organization has a small staff, you have the option to interact with everyone easily. Try to convince them and also understand their perspective.
The easiest way to solve any organizational problem is by interacting with the relevant individuals. This is the better option we have because they are educated.
Regards,
Satish
From India, Bangalore
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Dear Sonal,
The point which is told by Mr. Bhaskar is right. Apart from that, you can do some more exercises which will help you and your organization. You should call a meeting with employees and tell them that the organization has already provided a 5-day working environment for the benefit of employees. However, absenteeism is growing in the organization, and work is pending day by day. Therefore, if you do not change your behavior, management may decide to change their 5-day policy and implement a 6-day working week.
Your MD should connect your employees with the organization's goals and make it clear to the employees how everyone will benefit if the organization grows.
You need to start an employee engagement program in which you provide a small gift to those employees whose presence was 100% in the last month.
I believe that if you work on the above-mentioned points, it might solve your problem to a great extent.
Regards,
Amit
9650592207
From India, Delhi
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The point which is told by Mr. Bhaskar is right. Apart from that, you can do some more exercises which will help you and your organization. You should call a meeting with employees and tell them that the organization has already provided a 5-day working environment for the benefit of employees. However, absenteeism is growing in the organization, and work is pending day by day. Therefore, if you do not change your behavior, management may decide to change their 5-day policy and implement a 6-day working week.
Your MD should connect your employees with the organization's goals and make it clear to the employees how everyone will benefit if the organization grows.
You need to start an employee engagement program in which you provide a small gift to those employees whose presence was 100% in the last month.
I believe that if you work on the above-mentioned points, it might solve your problem to a great extent.
Regards,
Amit
9650592207
From India, Delhi
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Dear Sonal,
What I see is that your company is trying very hard to retain employees, although a small staff strength of 20 employees. The company wants to keep pace with other companies bigger than yours, so that at least that wouldn't be a reason for your employees to quit.
However, productivity is affected, and jobs aren't met on specific timelines. Just a suggestion that worked for me—your employees aren't bothered if their pay is cut due to absenteeism, but they surely would appreciate some extra money, wouldn't they?
Reward the employee who doesn't take a single day off the whole month. No one minds a little more money. It wouldn't matter to a few, but it would matter to most. Seeing the others taking home extra money, those to whom it didn't matter would also start valuing every single day.
Thank you.
From India, Mumbai
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What I see is that your company is trying very hard to retain employees, although a small staff strength of 20 employees. The company wants to keep pace with other companies bigger than yours, so that at least that wouldn't be a reason for your employees to quit.
However, productivity is affected, and jobs aren't met on specific timelines. Just a suggestion that worked for me—your employees aren't bothered if their pay is cut due to absenteeism, but they surely would appreciate some extra money, wouldn't they?
Reward the employee who doesn't take a single day off the whole month. No one minds a little more money. It wouldn't matter to a few, but it would matter to most. Seeing the others taking home extra money, those to whom it didn't matter would also start valuing every single day.
Thank you.
From India, Mumbai
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Dear Sonal,
Firstly, we need to determine whether the employees are going on planned leave or unplanned leave. If they are taking unplanned leave, it is evident that it disrupts the workflow. Establish a policy that clearly states that if an employee wishes to take leave, they should plan it and inform the management well in advance. This way, the team can strategize to ensure the work is completed by then.
We have implemented the same practice in our company, and it has proven to be very beneficial.
Thanks,
Dheeraj Pariekh
From India, Pune
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Firstly, we need to determine whether the employees are going on planned leave or unplanned leave. If they are taking unplanned leave, it is evident that it disrupts the workflow. Establish a policy that clearly states that if an employee wishes to take leave, they should plan it and inform the management well in advance. This way, the team can strategize to ensure the work is completed by then.
We have implemented the same practice in our company, and it has proven to be very beneficial.
Thanks,
Dheeraj Pariekh
From India, Pune
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(Fact Checked)-The user's reply is correct. It aligns with best practices to have a planned leave policy to ensure work continuity. (1 Acknowledge point)
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Dear Sonal,
Please create a leave policy that states, "all vacations and sick leaves will be accrued on a monthly basis." This means that if you decide to provide your employees with 12 days of Vacation Leave in a year, each month they work, they will accrue 1 day of VL. The same rule will apply for SLs. Additionally, specify in the leave policy that all vacation leaves must be requested at least 3 weeks in advance and require pre-approval from their respective manager.
If an employee's absence from the office exceeds the number of available leaves (VL + SL) in a particular month, the additional days will be considered as "Unpaid leave of absence." Implementing deductions for unscheduled leaves will likely result in a significant reduction in unscheduled absences.
Good Luck,
Arnabi Ghosh
From India, Calcutta
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Please create a leave policy that states, "all vacations and sick leaves will be accrued on a monthly basis." This means that if you decide to provide your employees with 12 days of Vacation Leave in a year, each month they work, they will accrue 1 day of VL. The same rule will apply for SLs. Additionally, specify in the leave policy that all vacation leaves must be requested at least 3 weeks in advance and require pre-approval from their respective manager.
If an employee's absence from the office exceeds the number of available leaves (VL + SL) in a particular month, the additional days will be considered as "Unpaid leave of absence." Implementing deductions for unscheduled leaves will likely result in a significant reduction in unscheduled absences.
Good Luck,
Arnabi Ghosh
From India, Calcutta
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Thank you so much for all your suggestions and advice. I have tried everything here, but the employees are not interested in anything other than getting their salaries and doing the work. They take approvals from their HODs and then go for leaves. I hope this will not be the case from January. Mine is a media company. Of course, I am reading Shaswata.
From India, Mumbai
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From India, Mumbai
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Dear Sonal,
You can't do anything unless the top management agrees with the action. You have to recruit people as a back-up, give training. Meantime, you create a new company policy, which should include leave entitlement per month: Jan - 2 leaves, Feb - 2 leaves, etc. If any employee takes more, give a warning. In case of gross misconduct, sack at least one employee. Seeing the result, others will fall in line.
If employees are not working regularly, what is the use of those employees in your organization? Bid goodbye to them one by one. At least, others will fall in line.
There is no need for more and more policies, procedures, etc., as you don't have many employees.
Thanks.
From India, Mumbai
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You can't do anything unless the top management agrees with the action. You have to recruit people as a back-up, give training. Meantime, you create a new company policy, which should include leave entitlement per month: Jan - 2 leaves, Feb - 2 leaves, etc. If any employee takes more, give a warning. In case of gross misconduct, sack at least one employee. Seeing the result, others will fall in line.
If employees are not working regularly, what is the use of those employees in your organization? Bid goodbye to them one by one. At least, others will fall in line.
There is no need for more and more policies, procedures, etc., as you don't have many employees.
Thanks.
From India, Mumbai
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Could anyone authentically tell me if the 48 hours of work in a week include a rest hour of 30 minutes? If someone works 8.30 hours per day with a 30-minute rest period, can they work for 6 days, totaling 51 hours including rest hours? Thanks.
From India, Madras
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From India, Madras
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Dear Narashimhan,
The working hours in a week are 48 hours, and the rest hour/lunch/tea breaks will not be taken into account for calculating the working hours. Working hours always include a lunch hour or tea break, whether in the office or in a factory. Therefore, it may consist of 20 minutes three times, or 30 minutes twice, or a one-hour lunch break. Hence, working hours from 9:00 am to 6:00 pm (with a lunch break from 1:00 to 2:00 pm) are also accepted.
Thank you.
From India, Kumbakonam
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The working hours in a week are 48 hours, and the rest hour/lunch/tea breaks will not be taken into account for calculating the working hours. Working hours always include a lunch hour or tea break, whether in the office or in a factory. Therefore, it may consist of 20 minutes three times, or 30 minutes twice, or a one-hour lunch break. Hence, working hours from 9:00 am to 6:00 pm (with a lunch break from 1:00 to 2:00 pm) are also accepted.
Thank you.
From India, Kumbakonam
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Hello Narasimhan,
Working only 8 hours, you can have a 1-hour lunch, a half-hour tea break, and an additional half-hour break, but spread over not more than 10 hours. You can work 6 days, which equals 6 x 8 hours = 48 hours. Lunch breaks can be extended.
Thanks.
From India, Mumbai
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Working only 8 hours, you can have a 1-hour lunch, a half-hour tea break, and an additional half-hour break, but spread over not more than 10 hours. You can work 6 days, which equals 6 x 8 hours = 48 hours. Lunch breaks can be extended.
Thanks.
From India, Mumbai
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Hi Sonal U ask them to work atleast 9 hours per day or 45 hours in a week as a work hours & mentioned all this in offer letter. thanks & regards, pankaj bhalerao
From India, New Delhi
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From India, New Delhi
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Dear friends,
Please refer to the attachment. I'm sorry I don't have the updated Bare Act on the subject. However, if any of you have it, please share. This is only a cursory look at the relevant provisions. We will get better updated on the subject in due course.
Regards,
Kumar S.
BG.
From India, Bangalore
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Please refer to the attachment. I'm sorry I don't have the updated Bare Act on the subject. However, if any of you have it, please share. This is only a cursory look at the relevant provisions. We will get better updated on the subject in due course.
Regards,
Kumar S.
BG.
From India, Bangalore
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Dear all,
I think Sonal received a lot of suggestions on how to handle their employees. Management, as everybody knows, is to manage the people, one of the functions like retaining them, and as a last resort, firing them, and others as laid down by the management gurus.
Sonal needs to conduct a communication meeting emphasizing the importance of the job they are doing, appreciating their work, and explaining how their absence could damage their reputation, which is not beneficial for their career.
Every month, gather statistics on attendance and recognize the most punctual employees with a small monetary award, whether it's 100/- or 500/-, or an amount you find appropriate, during a communication meeting.
Address the person with the lowest attendance separately in your office, issue a warning for two months, and in the third month, send a letter. If the behavior does not improve, take necessary action. (Note: This method should only be used if the person exceeds the allowed number of leaves.) Meanwhile, follow your policy to arrange for a replacement, demonstrating the company's stance against indiscipline.
Involve your management in all the processes mentioned above. Leave policies and working protocols are detailed in the posts provided; you can refer to them.
Responding to Mr. Kumar's statement, "Availing Leave is not a Right," this should not be the management's attitude. If so, why do Management/Factory laws provide leaves specifically for employees?
Ravikumar
From India, Madras
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I think Sonal received a lot of suggestions on how to handle their employees. Management, as everybody knows, is to manage the people, one of the functions like retaining them, and as a last resort, firing them, and others as laid down by the management gurus.
Sonal needs to conduct a communication meeting emphasizing the importance of the job they are doing, appreciating their work, and explaining how their absence could damage their reputation, which is not beneficial for their career.
Every month, gather statistics on attendance and recognize the most punctual employees with a small monetary award, whether it's 100/- or 500/-, or an amount you find appropriate, during a communication meeting.
Address the person with the lowest attendance separately in your office, issue a warning for two months, and in the third month, send a letter. If the behavior does not improve, take necessary action. (Note: This method should only be used if the person exceeds the allowed number of leaves.) Meanwhile, follow your policy to arrange for a replacement, demonstrating the company's stance against indiscipline.
Involve your management in all the processes mentioned above. Leave policies and working protocols are detailed in the posts provided; you can refer to them.
Responding to Mr. Kumar's statement, "Availing Leave is not a Right," this should not be the management's attitude. If so, why do Management/Factory laws provide leaves specifically for employees?
Ravikumar
From India, Madras
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Pl.refer Chapter VI, Section 57,58,59-61 of Factories Act, 1948, Chap.VIII for Leave for detailed guidelines on the working hours, weekly holidays etc.
From India, Bangalore
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From India, Bangalore
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I think the provisions yu have quoted are for Israel not for india We don’t have such a ministry even
From India, Mumbai
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From India, Mumbai
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Dear All,
Pl.browse the follg. links for guiddance on leave and working hours etc. (Karnataka model) also.
Working hours, Leave policies and Holidays in Karnataka, India « Sadanandnaik's Blog
kumar.s.
bg
From India, Bangalore
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Pl.browse the follg. links for guiddance on leave and working hours etc. (Karnataka model) also.
Working hours, Leave policies and Holidays in Karnataka, India « Sadanandnaik's Blog
kumar.s.
bg
From India, Bangalore
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(Fact Checked)-[B]Response[/B]: Thank you for sharing the link. It's important to ensure compliance with relevant labor laws and company needs. (1 Acknowledge point)
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Hi all,
I suggest implementing a policy to address absenteeism, which could be named an attendance incentive policy. This policy should be implemented after calculating the total loss incurred due to absenteeism.
For example, if 20 employees take an average of 2 days of leave per month, totaling 40 days, and you estimate a loss of 1000 rupees per day due to absenteeism, the monthly loss would amount to Rs 40,000.
If you offer a Rs 500 incentive or bonus to employees who work the full month, it would cost around Rs 10,000 for all 20 employees. In this scenario, you would be making a profit of Rs 30,000.
Regards,
Pritesh
09823204610
From India, Mumbai
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I suggest implementing a policy to address absenteeism, which could be named an attendance incentive policy. This policy should be implemented after calculating the total loss incurred due to absenteeism.
For example, if 20 employees take an average of 2 days of leave per month, totaling 40 days, and you estimate a loss of 1000 rupees per day due to absenteeism, the monthly loss would amount to Rs 40,000.
If you offer a Rs 500 incentive or bonus to employees who work the full month, it would cost around Rs 10,000 for all 20 employees. In this scenario, you would be making a profit of Rs 30,000.
Regards,
Pritesh
09823204610
From India, Mumbai
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Dear friends,
The working hours of 48 hrs. and others have been broadly covered by the Madhya Pradesh High Court in its judgment in different circumstances, which may be conveniently quoted for this discussion as well.
Please refer to the case law: Verghese (A.J.) and others Vs. Bharat Aluminium Co. Ltd and another (1986-II-LLN-659). The full text of the case law/judgment is not in my possession, but it states that plant workers should work for 48 hrs. in a week, and clerical staff in administration should work for 41 1/2 hrs. in a week. There is no violation of Art.14 & 16 of the Constitution.
Kumar.s
From India, Bangalore
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The working hours of 48 hrs. and others have been broadly covered by the Madhya Pradesh High Court in its judgment in different circumstances, which may be conveniently quoted for this discussion as well.
Please refer to the case law: Verghese (A.J.) and others Vs. Bharat Aluminium Co. Ltd and another (1986-II-LLN-659). The full text of the case law/judgment is not in my possession, but it states that plant workers should work for 48 hrs. in a week, and clerical staff in administration should work for 41 1/2 hrs. in a week. There is no violation of Art.14 & 16 of the Constitution.
Kumar.s
From India, Bangalore
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Dear friend,
Pl.refer this link which would provide you short notes on many of the labour laws.
Amit Arun & Associates - Payroll Management and Financial Consultant..
labour.nic.in
India Trade, Indian Employment Law, India Work Permits, India Pakistan Trade Unit
http://www.carajkumarradukia.com/han...labourlaws.doc Lawyersclubindia - Law, Lawyers, Advocates, Law Firms,Legal Help, Legal Experts,Judgements, Social Network for Lawyers, Legal Community, Law Help, Indian Lawyers ›
www.legalindia.in/labour-law-in-india
labour laws
You will find enough materials in these cites.
Good day.
kumar.s.
From India, Bangalore
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Pl.refer this link which would provide you short notes on many of the labour laws.
Amit Arun & Associates - Payroll Management and Financial Consultant..
labour.nic.in
India Trade, Indian Employment Law, India Work Permits, India Pakistan Trade Unit
http://www.carajkumarradukia.com/han...labourlaws.doc Lawyersclubindia - Law, Lawyers, Advocates, Law Firms,Legal Help, Legal Experts,Judgements, Social Network for Lawyers, Legal Community, Law Help, Indian Lawyers ›
www.legalindia.in/labour-law-in-india
labour laws
You will find enough materials in these cites.
Good day.
kumar.s.
From India, Bangalore
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Advised to following act:
1) Issue a circular or notice to all the employees about the leave procedure.
2) Issue a warning letter to the employees who are absent from work initially.
3) If the employees continue to be absent, issue a strong letter to them regarding their absence.
4) Deduct salary for the absent days - also pay the PF contribution for the proportionate days of work.
5) If this continues, terminate their employment.
From India, Tiruchchirappalli
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1) Issue a circular or notice to all the employees about the leave procedure.
2) Issue a warning letter to the employees who are absent from work initially.
3) If the employees continue to be absent, issue a strong letter to them regarding their absence.
4) Deduct salary for the absent days - also pay the PF contribution for the proportionate days of work.
5) If this continues, terminate their employment.
From India, Tiruchchirappalli
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Pl clarify if an employee is allowed continuously for a period of more than 20 hours. If not pl inform the law under which it prevented. our organization is a hospital. GK
From India
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From India
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(Fact Checked)-The employee working continuously for more than 20 hours is not permissible as per the labor laws. The law prohibits such extended working hours to ensure employee well-being and safety. (1 Acknowledge point)
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Shop & Establishment Act prevents you from asking / allowing an employee to work for more 8 hours shift. There are also restrictions on over time hours that an employee can work.
From India, Mumbai
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From India, Mumbai
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All said about discipline, deduction of salary-wages. You may incorporate or introduce the attendance bonus which is a sizeable part of the salary. If employees remain present for a full month (except Saturdays & Sundays), he/she gets a good attendance bonus. For any leave/absence, don't pay any attendance bonus. People will strive to improve their attendance records. Once implemented, do share your experience & views. Similarly, you may introduce the performance bonus for the target-bound group performance on desired output, etc.
Thank you & all the best,
Divyang
From India, Vadodara
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Thank you & all the best,
Divyang
From India, Vadodara
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(Fact Checked)-The user's response suggesting the implementation of attendance and performance bonuses to improve employee attendance is a valid and proactive approach to address absenteeism issues in the company. (1 Acknowledge point)
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Kindly suggest a good leave policy for our IT firm, which we aim to implement for all our approximately 40 employees. We are eager to receive your feedback as soon as possible.
Thank you.
From India, Hyderabad
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Thank you.
From India, Hyderabad
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Can you any one tell me what is the roles & responsibilities of Administrative Manager & Business Administrator. By Kanagarajkumar g
From India, Thiruvananthapuram
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From India, Thiruvananthapuram
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(Fact Checked)-The roles and responsibilities of an Administrative Manager typically involve overseeing office operations, managing administrative staff, and ensuring organizational efficiency. On the other hand, a Business Administrator is responsible for coordinating business activities, managing resources, and implementing business strategies. Both positions play crucial roles in ensuring smooth business operations and achieving organizational goals. (1 Acknowledge point)
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Dear friend,
Your concern is very correct. This is the backlash of following blindly the Western style of functioning where they don't have 30 X 3 Cr. gods & goddesses + their children + wives + gurus & sages + bundhs/hartals + Avian flus + births & deaths of local corporators, etc. If a holiday falls on either Monday or Friday, almost everyone applies for leave for the rest of the working days, and you will see offices wearing a deserted look, especially government offices. I can only suggest a few options -
1. If your administrators have the guts, say NO to mischievous leave applications.
2. Revert back to a 6-day a week routine, reducing the working hours correspondingly.
3. Fix targets and threshold levels for each and everyone with suitable time limits.
4. Fix attendance bonuses and/or credits for future prospects with minimum threshold levels.
5. Or a combination of these measures.
Good luck, pal.
Kumar S.
From India, Bangalore
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Your concern is very correct. This is the backlash of following blindly the Western style of functioning where they don't have 30 X 3 Cr. gods & goddesses + their children + wives + gurus & sages + bundhs/hartals + Avian flus + births & deaths of local corporators, etc. If a holiday falls on either Monday or Friday, almost everyone applies for leave for the rest of the working days, and you will see offices wearing a deserted look, especially government offices. I can only suggest a few options -
1. If your administrators have the guts, say NO to mischievous leave applications.
2. Revert back to a 6-day a week routine, reducing the working hours correspondingly.
3. Fix targets and threshold levels for each and everyone with suitable time limits.
4. Fix attendance bonuses and/or credits for future prospects with minimum threshold levels.
5. Or a combination of these measures.
Good luck, pal.
Kumar S.
From India, Bangalore
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Hi,
I wanted to know if an employee has availed her maternity leave but would like to avail another 3 months of casual leave without pay. What should be the course of action? Will her leave for the current year as well as salary both get cut, or is it only the salary and her leave for the current year that are safe? Kindly advise.
From India, Delhi
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I wanted to know if an employee has availed her maternity leave but would like to avail another 3 months of casual leave without pay. What should be the course of action? Will her leave for the current year as well as salary both get cut, or is it only the salary and her leave for the current year that are safe? Kindly advise.
From India, Delhi
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(Fact Checked)-The employee can take another 3 months of casual leave without pay. Only the salary will be impacted, while the accrued leave for the current year remains intact. (1 Acknowledge point)
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CiteHR.AI
(Fact Checked)-The employee can take unpaid leave after maternity leave. Salary deduction is applicable, but annual leave balance remains intact. Encourage open communication. (1 Acknowledge point)
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No Tobacco Day 2008.pdf
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(Fact Checked)-The user's reply is overall accurate and provides good suggestions for addressing the issue of excessive employee leaves. There are no factual inaccuracies found in the response. (1 Acknowledge point)