Dear All,
Kindly help me! One of the employees of our organization has a birthday today. She emailed me the same info in the afternoon. However, our rules state that an employee should provide leave information a day before. My boss is very disappointed with me because I considered this leave and approved it. Now, he wants me to spoil her birthday party today by conveying that she is not supposed to come for this entire week. She is on her probation period with the first month having no salary. Please let me know what I should do to handle this situation.
Regards,
Ankita
From India, Delhi
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6Kindly help me! One of the employees of our organization has a birthday today. She emailed me the same info in the afternoon. However, our rules state that an employee should provide leave information a day before. My boss is very disappointed with me because I considered this leave and approved it. Now, he wants me to spoil her birthday party today by conveying that she is not supposed to come for this entire week. She is on her probation period with the first month having no salary. Please let me know what I should do to handle this situation.
Regards,
Ankita
From India, Delhi
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Hi Ankita,
I would suggest allowing her to take leave since it is her birthday. Once she returns tomorrow, you can give her an oral warning stating that such instances will not be entertained in the future, as per your policy. Convince your manager that you will take care of such matters going forward.
Regards,
Amith R.
From India, Bangalore
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I would suggest allowing her to take leave since it is her birthday. Once she returns tomorrow, you can give her an oral warning stating that such instances will not be entertained in the future, as per your policy. Convince your manager that you will take care of such matters going forward.
Regards,
Amith R.
From India, Bangalore
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Hello Ankita,
Find out mitigating (gravity-reducing) factors that work in her favor, such as her efficiency as a worker, the fact that this is her first instance, or her years of service to the organization. Also consider that she is a team player and that her absence for a week could impact teamwork. Identify other favorable factors that may lead to the decision to overlook her lack of prior notification.
B. Saikumar
HR & Labor Law Advisor
From India, Mumbai
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Find out mitigating (gravity-reducing) factors that work in her favor, such as her efficiency as a worker, the fact that this is her first instance, or her years of service to the organization. Also consider that she is a team player and that her absence for a week could impact teamwork. Identify other favorable factors that may lead to the decision to overlook her lack of prior notification.
B. Saikumar
HR & Labor Law Advisor
From India, Mumbai
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Dear Ankita,
You could have given additional details. What is the length of experience that an employee has? What is her designation? Is she a junior person?
Now here you need to be a bridge between your boss and the employee. If she is a junior employee, then her antics could be condoned. Telling the employee not to attend duties for the rest of the week is too harsh a punishment. Please tell your boss that you cannot use a sledgehammer to kill the flies! Has your boss thought of the consequences of this hobgoblin's decision? By awarding this kind of punishment, will that dilettante employee get the sympathy of other employees? Will this decision reduce the morale of other employees? Will this punishment shatter the motivation of the employee in question?
Is this yardstick made applicable to all employees? If you keep the rule the same for everybody, then you should also have uniform punishment. What punishment is given to other employees?
By the way, who is your boss? Is he the manager, the Director, or the owner? Did he commit any mistake any time, and what punishment has he awarded himself?
The incident well illustrates the difference between the boss and the leader. It is easy to be the former and difficult to be the latter. If your boss remains adamant, then please do not communicate this decision today but communicate it tomorrow morning.
Thanks,
Dinesh Divekar
From India, Bangalore
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You could have given additional details. What is the length of experience that an employee has? What is her designation? Is she a junior person?
Now here you need to be a bridge between your boss and the employee. If she is a junior employee, then her antics could be condoned. Telling the employee not to attend duties for the rest of the week is too harsh a punishment. Please tell your boss that you cannot use a sledgehammer to kill the flies! Has your boss thought of the consequences of this hobgoblin's decision? By awarding this kind of punishment, will that dilettante employee get the sympathy of other employees? Will this decision reduce the morale of other employees? Will this punishment shatter the motivation of the employee in question?
Is this yardstick made applicable to all employees? If you keep the rule the same for everybody, then you should also have uniform punishment. What punishment is given to other employees?
By the way, who is your boss? Is he the manager, the Director, or the owner? Did he commit any mistake any time, and what punishment has he awarded himself?
The incident well illustrates the difference between the boss and the leader. It is easy to be the former and difficult to be the latter. If your boss remains adamant, then please do not communicate this decision today but communicate it tomorrow morning.
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi Ankita,
Your manager is right in his place. At work, if need be, we work till late nights on our birthdays, and probably the best way to gauge a person's professionalism is through these little things. However, it is also true that a little bit of understanding turns a nice place to work into an amazing place to work. Sometimes, even a verbal warning can be quite demotivating. I would say set expectations and be a senior who grooms their subordinates; after all, that's what we all look for in our seniors.
Thanks,
Jintan Dinesh
From India, Kolkata
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Your manager is right in his place. At work, if need be, we work till late nights on our birthdays, and probably the best way to gauge a person's professionalism is through these little things. However, it is also true that a little bit of understanding turns a nice place to work into an amazing place to work. Sometimes, even a verbal warning can be quite demotivating. I would say set expectations and be a senior who grooms their subordinates; after all, that's what we all look for in our seniors.
Thanks,
Jintan Dinesh
From India, Kolkata
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Hello,
The Boss is clearly overreacting!
To correct one wrong by the employee, he is committing a monumental wrong.
A person, especially one who is on probation, deserves some understanding, kindness, a supportive climate, and an inclusive approach.
This issue apart, if your organization embodies these factors as part of your organization's culture, soon you will realize that what could lead to attrition will not happen, and there will be good bonding and a sense of belonging on the part of members of the organization.
Either the Boss refuses to understand this golden truth or is incapable of understanding!
Be kind to the Boss. Educate him on finer qualities of leadership and teamwork, but not at this juncture. (It might prove counterproductive!)
Try and reason out. You are NOT siding with the wrongdoer but are clearly protecting and furthering the organization's interests is the message the Boss must get.
If he refuses to see reason and if good sense does not prevail, then so be it! Sometimes a "cost" has to be paid to "learn". This may be one such occasion.
Regards,
Samvedan
October 22, 2013
From India, Pune
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The Boss is clearly overreacting!
To correct one wrong by the employee, he is committing a monumental wrong.
A person, especially one who is on probation, deserves some understanding, kindness, a supportive climate, and an inclusive approach.
This issue apart, if your organization embodies these factors as part of your organization's culture, soon you will realize that what could lead to attrition will not happen, and there will be good bonding and a sense of belonging on the part of members of the organization.
Either the Boss refuses to understand this golden truth or is incapable of understanding!
Be kind to the Boss. Educate him on finer qualities of leadership and teamwork, but not at this juncture. (It might prove counterproductive!)
Try and reason out. You are NOT siding with the wrongdoer but are clearly protecting and furthering the organization's interests is the message the Boss must get.
If he refuses to see reason and if good sense does not prevail, then so be it! Sometimes a "cost" has to be paid to "learn". This may be one such occasion.
Regards,
Samvedan
October 22, 2013
From India, Pune
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Hi Ankita,
In regards to your post, her salary should go as LWP (Leave Without Pay) as she is on probation. The probation period states that the employee is not entitled to approved leaves or other benefits from the organization until they are confirmed.
Regarding not spoiling her birthday, no one is telling you to do that. Instead, inform her about leaves and other policies in writing :) :)
Also, update your boss with the same as this shall never be repeated going forward.
All the best ...
From India, Kalyan
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In regards to your post, her salary should go as LWP (Leave Without Pay) as she is on probation. The probation period states that the employee is not entitled to approved leaves or other benefits from the organization until they are confirmed.
Regarding not spoiling her birthday, no one is telling you to do that. Instead, inform her about leaves and other policies in writing :) :)
Also, update your boss with the same as this shall never be repeated going forward.
All the best ...
From India, Kalyan
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Dear Ankita,
This is a typical situation that any HR officer has to face many times in their career. However, there is hardly any solution format available. Here, you have the opportunity to think and create something not written in any HR management books.
I can see the dilemma you are facing. You have a boss who is a bit overreactive, and you have a subordinate who has just started her career but had a lapse.
I suggest that first, you send greetings to the Birthday Girl on behalf of yourself, your boss, and the company. Let her enjoy her birthday.
The next day when she reports, call her. Explain the rules regarding leave, etc. Inform her about the way she had taken leave and how it made the boss unhappy. Also, make it clear that such behavior will not be tolerated. Have her fill out a leave application stating the reason for the birthday party, etc.
The next important step is: both of you go to the boss and ask the lady to apologize for not informing about her leave and assure that she will be more diligent in the future. Let the lady request the boss to sanction her leave. By doing this, you can establish direct communication between them, which can be very helpful. Even if the boss expresses dissatisfaction, it is essential to listen.
By following these steps, I believe everything will be resolved, and there should be no further issues with your boss. So, proceed with this approach.
With regards,
Adv. K. H. Kulkarni
From India, Kolhapur
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This is a typical situation that any HR officer has to face many times in their career. However, there is hardly any solution format available. Here, you have the opportunity to think and create something not written in any HR management books.
I can see the dilemma you are facing. You have a boss who is a bit overreactive, and you have a subordinate who has just started her career but had a lapse.
I suggest that first, you send greetings to the Birthday Girl on behalf of yourself, your boss, and the company. Let her enjoy her birthday.
The next day when she reports, call her. Explain the rules regarding leave, etc. Inform her about the way she had taken leave and how it made the boss unhappy. Also, make it clear that such behavior will not be tolerated. Have her fill out a leave application stating the reason for the birthday party, etc.
The next important step is: both of you go to the boss and ask the lady to apologize for not informing about her leave and assure that she will be more diligent in the future. Let the lady request the boss to sanction her leave. By doing this, you can establish direct communication between them, which can be very helpful. Even if the boss expresses dissatisfaction, it is essential to listen.
By following these steps, I believe everything will be resolved, and there should be no further issues with your boss. So, proceed with this approach.
With regards,
Adv. K. H. Kulkarni
From India, Kolhapur
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Well, as she is on probation, it would be better if you give her a strict warning, as the same mistake should not be repeated. Otherwise, strict action will be taken against her. You can warn her when she returns to the office after celebrating her birthday.
Also, it would be beneficial if you have advanced employee management, HR, or payroll software where you can save these details. That will help you.
From India, Lucknow
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Also, it would be beneficial if you have advanced employee management, HR, or payroll software where you can save these details. That will help you.
From India, Lucknow
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Dear Ankita,
My first query is: do you state the leave rules/policies/procedures to new employees during their induction/orientation programme? If you have communicated this to the employee earlier, she may have been aware.
From the employer's perspective, did her birthday come to her mind on the day of her leave? Certainly not; it could have been planned in advance by her. Secondly, as per your statement, she is only in her first month of employment, which was likely the primary reason for your boss's reaction. In my opinion, I would not agree that he is overreacting due to the aforementioned reasons.
Now, the probable solution to the problem: Speak to your boss and inform him that you will address the concerned employee upon her return from leave and issue a stern warning. Also, request an apology from your boss for granting leave instantly without communicating the leave procedure to the employee when she informed you.
I recommend that you do not allow her to meet your boss, as you should handle it yourself. HR has two sides of the coin: the good boss and the bad boss. The good boss appreciates and motivates employees for good work, while the bad boss reprimands and punishes employees for errors.
Explain politely to your boss that a one-week loss of pay is a severe punishment. Inform the employee that she has only been with the company for a short time, and her actions are not appropriate.
Employees may feel demotivated when being corrected, but sometimes it's necessary.
One unanswered question is: she has communicated with you, but does she report to your boss, meaning is she in your department? If she is in your department, then it is your responsibility. However, if she belongs to another department, the department head is equally accountable. Often, bosses overlook such matters, causing discomfort, and pass the issue to the HR department to handle.
Regards,
M.V. Kannan
From India, Madras
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My first query is: do you state the leave rules/policies/procedures to new employees during their induction/orientation programme? If you have communicated this to the employee earlier, she may have been aware.
From the employer's perspective, did her birthday come to her mind on the day of her leave? Certainly not; it could have been planned in advance by her. Secondly, as per your statement, she is only in her first month of employment, which was likely the primary reason for your boss's reaction. In my opinion, I would not agree that he is overreacting due to the aforementioned reasons.
Now, the probable solution to the problem: Speak to your boss and inform him that you will address the concerned employee upon her return from leave and issue a stern warning. Also, request an apology from your boss for granting leave instantly without communicating the leave procedure to the employee when she informed you.
I recommend that you do not allow her to meet your boss, as you should handle it yourself. HR has two sides of the coin: the good boss and the bad boss. The good boss appreciates and motivates employees for good work, while the bad boss reprimands and punishes employees for errors.
Explain politely to your boss that a one-week loss of pay is a severe punishment. Inform the employee that she has only been with the company for a short time, and her actions are not appropriate.
Employees may feel demotivated when being corrected, but sometimes it's necessary.
One unanswered question is: she has communicated with you, but does she report to your boss, meaning is she in your department? If she is in your department, then it is your responsibility. However, if she belongs to another department, the department head is equally accountable. Often, bosses overlook such matters, causing discomfort, and pass the issue to the HR department to handle.
Regards,
M.V. Kannan
From India, Madras
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