Hey guys,
Please help me in the area of Employee Absenteeism as I'm facing 30% absenteeism daily, which is huge. Yet, I'm daily keeping track of employees, but it is not improving. Each time they reply with any reason for not attending work. This is the case with staff employees.
Please suggest any other way to work on it and reduce it.
Regards,
Rashmi K
From India, Jalgaon
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14Please help me in the area of Employee Absenteeism as I'm facing 30% absenteeism daily, which is huge. Yet, I'm daily keeping track of employees, but it is not improving. Each time they reply with any reason for not attending work. This is the case with staff employees.
Please suggest any other way to work on it and reduce it.
Regards,
Rashmi K
From India, Jalgaon
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The incidence of 30% absenteeism in a day is not suggestive of normal absenteeism. The very fact that there is no improvement in the attendance despite monitoring it indicates that it is habitual among the employees to remain absent from work. Before deciding on any measure to remedy the situation, you need to ascertain the causes for such behavior. The causes may vary. It may be cultural in the sense that there is no culture that permits frequent absenteeism and does not inculcate the value of commitment and sincerity in the employees. It may be environmental. The work environment is depressing and not motivating, for example, office politics, a bad manager, or rigid working hours. It may relate to the job profile in that the work does not generate any interest in the employees. The absenteeism may also show some pattern. I used to observe a pattern of remaining absent on the days immediately following the day on which the salary was disbursed. Similarly, in offices with a five-day work schedule, some employees find it too lazy to get to work on Monday after two consecutive days of slothing.
Therefore, you need to diagnose the causes by talking to those employees who are remaining absent habitually. Thereafter, you can decide on the appropriate course of action. In the meantime, you can initiate the following measures:
1) Draft a policy and procedure to deal with absenteeism.
2) First, call a meeting of the staff and put them on notice about your observations regarding absenteeism and advise them to be punctual and regular in attending the office.
3) Administer counseling to those who are habitually absent.
4) If they do not show any improvement, issue them an advisory memo and caution them that their absence without prior sanction of leave/permission will be treated as unauthorized, and they will be liable for a deduction of wages.
5) If they still persist in being absent, issue them a show-cause notice and if their explanation is not satisfactory, issue them a letter of censure or warning as per your policy.
6) The next step will be initiating disciplinary action by issuing a charge sheet, conducting an inquiry, and passing appropriate penalties as per your standing orders, rules, or policy.
Thus, you can proceed to deal with it stage by stage from the administrative point of view while simultaneously undertaking initiatives to deal with systemic causes like proper culture and environment building and employee engagement to motivate employees, etc.
B. Saikumar
In-House HR & IR Advisor
From India, Mumbai
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Therefore, you need to diagnose the causes by talking to those employees who are remaining absent habitually. Thereafter, you can decide on the appropriate course of action. In the meantime, you can initiate the following measures:
1) Draft a policy and procedure to deal with absenteeism.
2) First, call a meeting of the staff and put them on notice about your observations regarding absenteeism and advise them to be punctual and regular in attending the office.
3) Administer counseling to those who are habitually absent.
4) If they do not show any improvement, issue them an advisory memo and caution them that their absence without prior sanction of leave/permission will be treated as unauthorized, and they will be liable for a deduction of wages.
5) If they still persist in being absent, issue them a show-cause notice and if their explanation is not satisfactory, issue them a letter of censure or warning as per your policy.
6) The next step will be initiating disciplinary action by issuing a charge sheet, conducting an inquiry, and passing appropriate penalties as per your standing orders, rules, or policy.
Thus, you can proceed to deal with it stage by stage from the administrative point of view while simultaneously undertaking initiatives to deal with systemic causes like proper culture and environment building and employee engagement to motivate employees, etc.
B. Saikumar
In-House HR & IR Advisor
From India, Mumbai
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Dear,
Thank you for the valuable guidance. I am personally speaking with all employees, and they are facing problems with the working environment inside the plant. How can I present this to management as it is not a visible factor?
Thank you.
From India, Jalgaon
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Thank you for the valuable guidance. I am personally speaking with all employees, and they are facing problems with the working environment inside the plant. How can I present this to management as it is not a visible factor?
Thank you.
From India, Jalgaon
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When the effect (absenteeism) is visible, you must have figured out the cause for a bad work environment in the plant. The cause may not be seen but can be felt. You can discuss with your management about it and see what prudent steps can be taken to correct it.
B. Saikumar
In-House HR & IR Advisor
From India, Mumbai
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B. Saikumar
In-House HR & IR Advisor
From India, Mumbai
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Dear Rashmi,
The subject comes up for discussion time and again. You may check my reply to the past post. The link is as below: https://www.citehr.com/448902-absent...ml#post2020155
Do the analysis of that 30% absenteeism. Come up with your analysis and action plan to tide over the analysis. Productive suggestions can be given thereafter.
All the best!
Dinesh V Divekar
From India, Bangalore
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The subject comes up for discussion time and again. You may check my reply to the past post. The link is as below: https://www.citehr.com/448902-absent...ml#post2020155
Do the analysis of that 30% absenteeism. Come up with your analysis and action plan to tide over the analysis. Productive suggestions can be given thereafter.
All the best!
Dinesh V Divekar
From India, Bangalore
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Dear Rashmi,
I have no information about your establishment: its size, manpower, nature of business, surroundings, environment, etc. However, friends have given you good suggestions. I may add that you might encounter some difficulties in conveying your observations regarding the causes of habitual absenteeism. This could be due to various reasons, such as your immediate boss holding a high position that makes it challenging for you to approach him/her directly, and so on.
I have a suggestion for you: consider treating this issue as a project of your own. Collect response sheets filled in by those concerned manually, analyze the data, disseminate it, categorize it, and I am confident that you will obtain revealing results from this data, akin to a sample survey. Present the report for the consideration of your Head of Department/Chief Executive Officer along with your practical suggestions and recommendations that can be implemented effectively in the short and long run.
Alternatively, if you are constrained in terms of time, propose hiring Industrial Engineers, such as NPC, who are experts in this area, and entrust the matter to them. Often, managements are more receptive to comments and suggestions originating externally, even if they come with a cost, rather than accepting suggestions from their internal staff. Give it a try.
Best regards,
[Your Name]
From India, Bangalore
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I have no information about your establishment: its size, manpower, nature of business, surroundings, environment, etc. However, friends have given you good suggestions. I may add that you might encounter some difficulties in conveying your observations regarding the causes of habitual absenteeism. This could be due to various reasons, such as your immediate boss holding a high position that makes it challenging for you to approach him/her directly, and so on.
I have a suggestion for you: consider treating this issue as a project of your own. Collect response sheets filled in by those concerned manually, analyze the data, disseminate it, categorize it, and I am confident that you will obtain revealing results from this data, akin to a sample survey. Present the report for the consideration of your Head of Department/Chief Executive Officer along with your practical suggestions and recommendations that can be implemented effectively in the short and long run.
Alternatively, if you are constrained in terms of time, propose hiring Industrial Engineers, such as NPC, who are experts in this area, and entrust the matter to them. Often, managements are more receptive to comments and suggestions originating externally, even if they come with a cost, rather than accepting suggestions from their internal staff. Give it a try.
Best regards,
[Your Name]
From India, Bangalore
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Hi Rashmi,
I hope you have received a lot of information on how to proceed further in controlling the absenteeism issue you have come across.
All the suggestions and measures provided are absolutely correct. However, we cannot implement the same course of action for all the industries we work with. It varies from industry to industry and from employee to employee.
For example, the employees we encounter in IT industries are different from those in factories, and the actions taken with these employees should also differ. You cannot treat employees in factories the same as those in other industries.
It's great that you are following the suggestions provided by our dear friends. Ultimately, it depends on the work environment we have created for the staff. There should be a balance of fun and work to make employees feel good about working there. Implementing employee engagement activities, involving staff in knowledge-based activities, conducting team-building sessions, spending time with staff on the shop floor or in the office, recognizing and rewarding employees, and having regular meetings with staff to discuss benefits and growth opportunities are all important aspects.
Although this may seem general, it can be effective.
All the best,
From India, Bangalore
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I hope you have received a lot of information on how to proceed further in controlling the absenteeism issue you have come across.
All the suggestions and measures provided are absolutely correct. However, we cannot implement the same course of action for all the industries we work with. It varies from industry to industry and from employee to employee.
For example, the employees we encounter in IT industries are different from those in factories, and the actions taken with these employees should also differ. You cannot treat employees in factories the same as those in other industries.
It's great that you are following the suggestions provided by our dear friends. Ultimately, it depends on the work environment we have created for the staff. There should be a balance of fun and work to make employees feel good about working there. Implementing employee engagement activities, involving staff in knowledge-based activities, conducting team-building sessions, spending time with staff on the shop floor or in the office, recognizing and rewarding employees, and having regular meetings with staff to discuss benefits and growth opportunities are all important aspects.
Although this may seem general, it can be effective.
All the best,
From India, Bangalore
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We have 40% absenteeism in our unit. The main causes are:
1. Cultural: Local people are lethargic. Alcohol consumption is part of their culture. During the marriage season or harvesting period, it increases tremendously.
2. Educational: The education level is poor, and they do not understand the consequences of unauthorized absenteeism.
3. Work environment: It is an underground coal mine, and the working conditions are tough. Little can be done to improve the working conditions due to the inherent nature of underground mining. If they are allowed to work on the surface, their attendance improves tremendously, but it will affect coal production and ultimately the industry.
Steps taken to control it:
1. Counseling: Every employee who is absent from duty is counseled.
2. Disciplinary action: Disciplinary actions are taken, and penalties are imposed against absent employees.
3. Motivation: We have various reward schemes for employees with good attendance. We also have good welfare measures comparable to the best in the industry.
Please suggest any other measures to control unauthorized absenteeism in a situation like this.
From India, Pune
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1. Cultural: Local people are lethargic. Alcohol consumption is part of their culture. During the marriage season or harvesting period, it increases tremendously.
2. Educational: The education level is poor, and they do not understand the consequences of unauthorized absenteeism.
3. Work environment: It is an underground coal mine, and the working conditions are tough. Little can be done to improve the working conditions due to the inherent nature of underground mining. If they are allowed to work on the surface, their attendance improves tremendously, but it will affect coal production and ultimately the industry.
Steps taken to control it:
1. Counseling: Every employee who is absent from duty is counseled.
2. Disciplinary action: Disciplinary actions are taken, and penalties are imposed against absent employees.
3. Motivation: We have various reward schemes for employees with good attendance. We also have good welfare measures comparable to the best in the industry.
Please suggest any other measures to control unauthorized absenteeism in a situation like this.
From India, Pune
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Before attending to your problem, please provide details about your establishment such as the industry/sector, size of the organization, brief information about the organizational structure, organogram, your reporting relationship, etc.
Thanks,
R. K. Nair
From India, Aizawl
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Thanks,
R. K. Nair
From India, Aizawl
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Dear Rkn61,
I'm talking about Coal India Limited, the largest coal-producing company in the world. Our unit is an underground coal mine with 650 employees on the payroll. It's a watery mine that faces ventilation problems. The mine operates 24x365 days a year and is managed by mining engineers who strictly adhere to the safety regulations set by government authorities. If you have any other questions or need further clarification, please let me know.
Thank you.
From India, Pune
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I'm talking about Coal India Limited, the largest coal-producing company in the world. Our unit is an underground coal mine with 650 employees on the payroll. It's a watery mine that faces ventilation problems. The mine operates 24x365 days a year and is managed by mining engineers who strictly adhere to the safety regulations set by government authorities. If you have any other questions or need further clarification, please let me know.
Thank you.
From India, Pune
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Hi rashmi,
I can suggest you that the environment should be positive always in any office premises.So that it motivates the employee also and build coordination between employees which can be also possible as like MUSIC Engagaement activities for your Employees.
Need of Music Employees Engagaement:
Benefits of music:•
PHYSIOLOGICAL as coordination between mind and muscles, hands-eye coordination, development of fine motor skills
•MENTAL BENEFITS Encourages creativity, Concentration and focus, Use of left and right brain, Intellectual stimulation, Self control
•EMOTIONAL BENEFITS Aesthetic appreciation, Emotional expression, Self-confidence, Feeling of accomplishment, Spiritual experience
•SOCIAL BENEFITS Shared activity and communication, Performing for an audience, Music is an international language, A sense of pride and accomplishment
Several Studies have been conducted about effects of music on brain. Scientists says that children who are exposed to music or who plays a musical instrument performs better in academics than other students who don’t participate in musical activity. Music learning helps in IQ, Vocabulary and development of certain parts of brain. Music Training can enhance brain functions.
A research team exploring the link between music and intelligence reported that music training is far superior to computer instruction in dramatically enhancing children's abstract reasoning skills, the skills necessary for learning math and science.
The musician is constantly adjusting decisions on tempo, tone, style, rhythm, phrasing, and feeling--training the brain to become incredibly good at organizing and conducting numerous activities at once.
Broad Objectives of Guitar Program inside office -
•Recreation – Referring Stress Management, Engagement Activity and Entertainment for employees to lower the attrition rate.
•Health Benefits – Achieving Social, Psychological, and Physiological benefits associated to Music.
(We can provide you the Music Activities for your Employees as we offer specialise employees engagement activities for Corporates)
From India, Delhi
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I can suggest you that the environment should be positive always in any office premises.So that it motivates the employee also and build coordination between employees which can be also possible as like MUSIC Engagaement activities for your Employees.
Need of Music Employees Engagaement:
Benefits of music:•
PHYSIOLOGICAL as coordination between mind and muscles, hands-eye coordination, development of fine motor skills
•MENTAL BENEFITS Encourages creativity, Concentration and focus, Use of left and right brain, Intellectual stimulation, Self control
•EMOTIONAL BENEFITS Aesthetic appreciation, Emotional expression, Self-confidence, Feeling of accomplishment, Spiritual experience
•SOCIAL BENEFITS Shared activity and communication, Performing for an audience, Music is an international language, A sense of pride and accomplishment
Several Studies have been conducted about effects of music on brain. Scientists says that children who are exposed to music or who plays a musical instrument performs better in academics than other students who don’t participate in musical activity. Music learning helps in IQ, Vocabulary and development of certain parts of brain. Music Training can enhance brain functions.
A research team exploring the link between music and intelligence reported that music training is far superior to computer instruction in dramatically enhancing children's abstract reasoning skills, the skills necessary for learning math and science.
The musician is constantly adjusting decisions on tempo, tone, style, rhythm, phrasing, and feeling--training the brain to become incredibly good at organizing and conducting numerous activities at once.
Broad Objectives of Guitar Program inside office -
•Recreation – Referring Stress Management, Engagement Activity and Entertainment for employees to lower the attrition rate.
•Health Benefits – Achieving Social, Psychological, and Physiological benefits associated to Music.
(We can provide you the Music Activities for your Employees as we offer specialise employees engagement activities for Corporates)
From India, Delhi
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Following things can be initiated by you:
1) To arrange an "outing" for employees with their families, if possible, on a weekly holiday so that they are treated well by management. Through this participative management method, employees shall be motivated.
2) To form a suggestion committee, inviting suggestions from employees. If possible, constitute the best suggestion award to employees on a quarterly basis.
3) To constitute the Best Employee Award (the award money should be attractive to employees).
4) To constitute the Best Attendance Award for employees.
Try the above and feel the difference.
Thanks,
R K Nair
From India, Aizawl
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1) To arrange an "outing" for employees with their families, if possible, on a weekly holiday so that they are treated well by management. Through this participative management method, employees shall be motivated.
2) To form a suggestion committee, inviting suggestions from employees. If possible, constitute the best suggestion award to employees on a quarterly basis.
3) To constitute the Best Employee Award (the award money should be attractive to employees).
4) To constitute the Best Attendance Award for employees.
Try the above and feel the difference.
Thanks,
R K Nair
From India, Aizawl
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Dear Rnk61,
I would like to reiterate that the education level of the absent employees is very low. Most of them are illiterate and may not understand the employee participation techniques. Instead, they may prefer a home gathering where alcohol is available to them. We have a suggestion committee, and suggestions do come in, but mostly from educated employees like supervisors, for whom absenteeism is not a problem. Additionally, we organize the best employee function in all categories on a quarterly basis. Therefore, traditional bookish methods may not be effective here. Individual counseling may work to some extent, but I would appreciate any other advice you may have.
Thank you.
From India, Pune
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I would like to reiterate that the education level of the absent employees is very low. Most of them are illiterate and may not understand the employee participation techniques. Instead, they may prefer a home gathering where alcohol is available to them. We have a suggestion committee, and suggestions do come in, but mostly from educated employees like supervisors, for whom absenteeism is not a problem. Additionally, we organize the best employee function in all categories on a quarterly basis. Therefore, traditional bookish methods may not be effective here. Individual counseling may work to some extent, but I would appreciate any other advice you may have.
Thank you.
From India, Pune
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Dear Gautam,
I know myself having worked with one of the deepest mines in the world, about the working conditions of a coal mine that too in India, and again around Bihar/ Jharkhand/West Bengal areas where the conditions are really bad. I also understand dewatering has to be carried out 24 x 7. I’m not sure whether your mine has got facilities of ventilation & pumping of fresh air or Airconditioned air to the work places/phases. It’s highly stressed that work environment should be human friendly especially where fumes and inflammable gases occupy everywhere. I’m sure your mine administration is taking enough care against flooding and fire which cannot be compromised in an underground mine. We used to address your problem with wider tunnels and winzes and raises well supported with railsets which also could enable you to install effective ducting of fresh/cool air to enable free movement of men and machinery, running pumping lines becomes easy. Your Mine designers are well aware of your own conditions, I hope. I don’t think others will have better solutions than what you people would have having been experienced all kinds of problems there. However I hope Design experts will have some novel ideas to tackle your problems. So if you don’t have in-house expertise you can appoint consultants to look into your problems to resolve the issues.
Secondly consumption of alcohol among miners, especially less literate is nothing uncommon. It's hard to deny them the pleasure after strenuous UG work in trying conditions. It's also understandable how difficult to convert them when they become addicted to. It's unfair for us to talk about their addiction in the era of IT boom where liquor use is not considered a bad habit at all (you know even female are increasingly into this) . We don't have any short term measure to tackle this, I only think of forming ideal groups consisting of a few tee-totallers alongside others and slowly they may wean away them towards other pass time efforts which should also give them soothing comfort. Alarm ! It shouldn't work the other way.
From India, Bangalore
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I know myself having worked with one of the deepest mines in the world, about the working conditions of a coal mine that too in India, and again around Bihar/ Jharkhand/West Bengal areas where the conditions are really bad. I also understand dewatering has to be carried out 24 x 7. I’m not sure whether your mine has got facilities of ventilation & pumping of fresh air or Airconditioned air to the work places/phases. It’s highly stressed that work environment should be human friendly especially where fumes and inflammable gases occupy everywhere. I’m sure your mine administration is taking enough care against flooding and fire which cannot be compromised in an underground mine. We used to address your problem with wider tunnels and winzes and raises well supported with railsets which also could enable you to install effective ducting of fresh/cool air to enable free movement of men and machinery, running pumping lines becomes easy. Your Mine designers are well aware of your own conditions, I hope. I don’t think others will have better solutions than what you people would have having been experienced all kinds of problems there. However I hope Design experts will have some novel ideas to tackle your problems. So if you don’t have in-house expertise you can appoint consultants to look into your problems to resolve the issues.
Secondly consumption of alcohol among miners, especially less literate is nothing uncommon. It's hard to deny them the pleasure after strenuous UG work in trying conditions. It's also understandable how difficult to convert them when they become addicted to. It's unfair for us to talk about their addiction in the era of IT boom where liquor use is not considered a bad habit at all (you know even female are increasingly into this) . We don't have any short term measure to tackle this, I only think of forming ideal groups consisting of a few tee-totallers alongside others and slowly they may wean away them towards other pass time efforts which should also give them soothing comfort. Alarm ! It shouldn't work the other way.
From India, Bangalore
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I appreciate the reply by loginmiraclelogistics, who understands UG mining very well. We have a ventilation problem and excessive watery condition. Workers lose energy fast and cannot continue for more than three days in a week. In my opinion, this is the main reason for their absenteeism. Anyway, thanks for your suggestions.
From India, Pune
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From India, Pune
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Mr. Kumar's post has given an idea of the hardships of working in coal mines. Apart from what he suggested to reduce stress, is it possible to involve agencies that deal with alcohol problems to educate the workers and then mitigate this problem, as well as experts in family counseling to instill a sense of responsibility in the workers? Alternatively, could non-monetary incentives (as cash incentives may encourage more drinking) work to improve attendance?
B. Saikumar
In-House HR & IR Advisor
From India, Mumbai
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B. Saikumar
In-House HR & IR Advisor
From India, Mumbai
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Thanks for your posts. Having lived among them and toured many major mining companies all over India, including coal, copper, zinc, iron ore, aluminium, and uranium over 3 decades, the general psyche in the mining population at the phase worker level is more or less the same. The working conditions are naturally very arduous, and they exhaust before reaching the actual work phase. In some narrow mines, they have to trek over 2-4 km in Ug, by foot through the slushy pedestrian path-like ways, sometimes climbing up and down. By the time they reach the spot carrying instruments, explosives, safety equipment, at least they have to take a rest for half an hour. No beverages are served in Ug except when VVIPs visit the spot. Oxygen levels are very low compared to the surface. Immediate medical care is hardly available anywhere near. Many times they brave mishaps and grievous to fatal accidents. All these factors drive them to seek some physical relaxation in alcohol. When it becomes a routine addiction, drinking is automatic. A high percentage of absenteeism among these workers is triggered by 'hangover' due to heavy drinking overnight. Unless we improve the working conditions/environment, it's very difficult to retrieve them.
In some companies, they have the scheme of attendance bonus. It's not possible to introduce promotions because the next-to-phase workers a promotion means to a grade which requires that they should pass 'Competency Exams' conducted by the Dept. of Mines Safety, and how these less literate persons could qualify these competency exams is practically not possible. As a part of 'Safety Week' celebration and competitions, which are compulsory events for all mines under Mines Regulations where themes propagating better, safe living are conducted. Hospitals attached to the mines also should play a crucial role in constantly monitoring them one to one on a daily basis. Of course, any number of counseling sessions given to them may result in temporary change, but the amount of physical strain pushes them back to good old drinking, which is also a root cause of disturbance in their family relationships.
I'm also sure drinking habits, when addicted to, are the main cause of many families on the surface as well. Unless all governments bring in total prohibition (now only Gujarat state has the prohibition policy) policy backed by very effective anti-spurious drinks/drugs substances in the form of country liquors like toddy, arrack, bong, etc., there won't be peace in our homes.
From India, Bangalore
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In some companies, they have the scheme of attendance bonus. It's not possible to introduce promotions because the next-to-phase workers a promotion means to a grade which requires that they should pass 'Competency Exams' conducted by the Dept. of Mines Safety, and how these less literate persons could qualify these competency exams is practically not possible. As a part of 'Safety Week' celebration and competitions, which are compulsory events for all mines under Mines Regulations where themes propagating better, safe living are conducted. Hospitals attached to the mines also should play a crucial role in constantly monitoring them one to one on a daily basis. Of course, any number of counseling sessions given to them may result in temporary change, but the amount of physical strain pushes them back to good old drinking, which is also a root cause of disturbance in their family relationships.
I'm also sure drinking habits, when addicted to, are the main cause of many families on the surface as well. Unless all governments bring in total prohibition (now only Gujarat state has the prohibition policy) policy backed by very effective anti-spurious drinks/drugs substances in the form of country liquors like toddy, arrack, bong, etc., there won't be peace in our homes.
From India, Bangalore
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Thanks for your posts. Having lived among them and toured many major mining companies all over India, including coal, copper, zinc, iron ore, aluminium, uranium, over 3 decades, the general psyche in the mining population at the phase workers level is more or less the same. The working conditions are naturally very arduous, exhausting them before reaching the actual work phase. In some narrow mines, they have to trek over 2-4 km in harsh conditions, by foot through the slushy pedestrian paths, sometimes climbing up and down through manhole-like ladder ways. One can imagine what defense personnel do during their field drills; for miners, these drills are part of their daily routine. By the time they reach the spot carrying instruments, explosives, and safety equipment, they need to rest for at least half an hour. No beverages are served unless a VVIP visits the spot. Oxygen levels are significantly lower compared to the surface, and immediate medical care is hardly available nearby. Many times, they face mishaps and grievous to fatal accidents. All these factors drive them to seek physical relaxation in alcohol. When drinking becomes routine, addiction is automatic. High absenteeism rates among them result from hangovers due to heavy drinking overnight. Improving the working conditions/environment is crucial to retaining them. Some companies offer attendance bonuses; however, introducing promotions is challenging as it requires passing Competency Exams conducted by the Dept. of Mines Safety. Given the low literacy levels, qualifying these exams is practically impossible for many workers. Safety Week celebrations and competitions, mandatory for all mines under Mines Regulations, focus on themes promoting better and safer living. Mines' attached hospitals should play a crucial role in monitoring the workers daily. Counseling may lead to temporary changes, but the physical strain often drives them back to drinking, causing disturbances in family relationships. Drinking habits, when addicted to, are a major cause of family problems on the surface as well. Unless governments implement total prohibition policies backed by effective measures against spurious drinks and substances like toddy, arrack, bhang, ganja, opium, there won't be peace at homes. These issues are also affecting schools and college students, with parties frequently hosting free-flowing drinks. A social change is necessary to instill good moral character in every citizen, especially the youth, for building a better tomorrow.
From India, Bangalore
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From India, Bangalore
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Coming from someone who was privy to the work life of miners, Mr. Kumar, thank you for expanding our understanding of the pathetic plight of mining workers. They live a very hard life and allow their bodies to take the toll. No wonder they turn to the cheapest escape route of drinking to forget the hardship for a while.
I appreciate Gutam for showing concern for the plight of mining workers and their addiction to drinking. I trust he will explore the possibility of trying the suggestions made by you and other learned members, as the workers need all the sympathy.
B. Saikumar
In-House HR & IR Advisor
From India, Mumbai
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I appreciate Gutam for showing concern for the plight of mining workers and their addiction to drinking. I trust he will explore the possibility of trying the suggestions made by you and other learned members, as the workers need all the sympathy.
B. Saikumar
In-House HR & IR Advisor
From India, Mumbai
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Dear,
Talk to your manager for once; let him formally announce that no one can be absent without informing. Ask him to empower you because your employees might be taking you lightly. Request your employees to submit documented proof if they are going to be off, such as a medical prescription or exam schedule, or any other relevant documentation. Also, post the instructions regarding the attendance policy on the notice board. Those who do not comply will lose their annual leave or face a deduction in salary, as disciplinary action will be necessary. For example, three late arrivals will be considered as one absence, resulting in the deduction of leave days.
Additionally, consider issuing warning letters individually to employees who have consecutive late arrivals and absences.
Cheers!
From Pakistan, Karachi
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Talk to your manager for once; let him formally announce that no one can be absent without informing. Ask him to empower you because your employees might be taking you lightly. Request your employees to submit documented proof if they are going to be off, such as a medical prescription or exam schedule, or any other relevant documentation. Also, post the instructions regarding the attendance policy on the notice board. Those who do not comply will lose their annual leave or face a deduction in salary, as disciplinary action will be necessary. For example, three late arrivals will be considered as one absence, resulting in the deduction of leave days.
Additionally, consider issuing warning letters individually to employees who have consecutive late arrivals and absences.
Cheers!
From Pakistan, Karachi
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Dear friends,
Here is one of the many works done regarding the problems of coal mining in India. This article/paper by Dr. Rao aligns with the stance of the Honorable Supreme Court, discussing the issues of coal mines. I am certain that the attached paper will shed more light on the issue and provide better clarity to those seeking a proper understanding of the situation. Particularly, it addresses some crucial factors contributing to the prevalence of 'Occupational Diseases' in coal fields.
Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)
Here is one of the many works done regarding the problems of coal mining in India. This article/paper by Dr. Rao aligns with the stance of the Honorable Supreme Court, discussing the issues of coal mines. I am certain that the attached paper will shed more light on the issue and provide better clarity to those seeking a proper understanding of the situation. Particularly, it addresses some crucial factors contributing to the prevalence of 'Occupational Diseases' in coal fields.
Thank you.
From India, Bangalore
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