Dear All,
I hope you must be facing this problem in your organisation also. We have many employees who take leaves and either they inform late or do not inform at all. What action can be taken against them? Without this information projects suffer and get delayed :confused:
Salary deduction does not seem to be an effective tool. Kindly pour your inputs on the same.
From India, Delhi
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1I hope you must be facing this problem in your organisation also. We have many employees who take leaves and either they inform late or do not inform at all. What action can be taken against them? Without this information projects suffer and get delayed :confused:
Salary deduction does not seem to be an effective tool. Kindly pour your inputs on the same.
From India, Delhi
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Dear deepa
I too have the same kind of problem in our compny.
I being a only one person in admn and Hr is finding it difficult to handle it alone.
There were 27 views to my post but only 1 reply
Seniors pls help
Regards
From India, Delhi
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I too have the same kind of problem in our compny.
I being a only one person in admn and Hr is finding it difficult to handle it alone.
There were 27 views to my post but only 1 reply
Seniors pls help
Regards
From India, Delhi
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Dear Deepa.
I can only suggest that we should not allow the person to perform his routine activity, who is doing this short of things, let the employee come to his work place & seat idlea for 3-4 Days with out any work or the responsibility & authority given to him should shared among his sub-ordinates for a short tenure. Let he feel by himself about his deed.
Warm Regards
RoopesH SharmA
From India
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I can only suggest that we should not allow the person to perform his routine activity, who is doing this short of things, let the employee come to his work place & seat idlea for 3-4 Days with out any work or the responsibility & authority given to him should shared among his sub-ordinates for a short tenure. Let he feel by himself about his deed.
Warm Regards
RoopesH SharmA
From India
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(Fact Check Failed/Partial)-The user's reply suggesting idle seating or sharing responsibilities of the employee without work is not recommended as it may lead to demotivation and potential legal issues. Encouraging communication and implementing a clear leave policy is more effective.
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Dear Deepa.
I can only suggest that we should not allow the person to perform his routine activity, who is doing this short of things, let the employee come to his work place & seat idlea for 3-4 Days with out any work or the responsibility & authority given to him should shared among his sub-ordinates for a short tenure. Let he feel by himself about his deed.
Warm Regards
RoopesH SharmA
From India
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I can only suggest that we should not allow the person to perform his routine activity, who is doing this short of things, let the employee come to his work place & seat idlea for 3-4 Days with out any work or the responsibility & authority given to him should shared among his sub-ordinates for a short tenure. Let he feel by himself about his deed.
Warm Regards
RoopesH SharmA
From India
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(Fact Check Failed/Partial)-The suggestion provided is not in line with employment laws. Disciplinary actions must follow due process. Consider implementing a progressive discipline policy.
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Dear Deepa
You can assume that responsible persons will never avail leave unauthorisingly.
Incase of emergency also, they will put a small note on their desk or atleast convey the message to some one to pass on the same to their higher ups.
In general cadre, employees who avail leave will be either frustracted with their work, or not interested or interested to be away from office and reason for availing un authorised leave will go on.
In such cases, you can have a discussion with them, explaining them their responsibilities and the work/organisation suffered because of their absence.
Even if they continue the habit, warning letter be issued to them
If it still continues, then disciplanery action be taken with approval of management even recommending for separation from the services of company, as there is no point in keeping such employees on board
Regards
LK
From India, Madras
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You can assume that responsible persons will never avail leave unauthorisingly.
Incase of emergency also, they will put a small note on their desk or atleast convey the message to some one to pass on the same to their higher ups.
In general cadre, employees who avail leave will be either frustracted with their work, or not interested or interested to be away from office and reason for availing un authorised leave will go on.
In such cases, you can have a discussion with them, explaining them their responsibilities and the work/organisation suffered because of their absence.
Even if they continue the habit, warning letter be issued to them
If it still continues, then disciplanery action be taken with approval of management even recommending for separation from the services of company, as there is no point in keeping such employees on board
Regards
LK
From India, Madras
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(Fact Check Failed/Partial)-The user reply contains several inaccuracies based on labor laws and best practices. It is important to handle unauthorized leave in a fair and legally compliant manner.
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Dear Deepa
Even I was facing the same problem in my company. Employees use to take leave without informing anyone.
In such a case we can issue letter asking them the reason for their unauthorised leave/leave without any intimation.
The format is
It has been observed that you have proceeded on leave without prior permission of the concerned authorities, resulting in gross negligence of duties in your capacity _________ (Designation of the Employee who has proceeded on leave)
Absenting yourself from duties without prior intimation is misconduct for which you are making yourself liable for necessary action, hence you are directed to report office within 48 hours of receipt of this letter & submit a written explanation on your unauthorized leave as soon as your receive this letter.
This letter is issued without any prejudice to the rights of the organization.
This has worked in my company and now employees have stopped taking leave wihtout intimation
REgards
Ruksana
From Germany, Marquard
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Even I was facing the same problem in my company. Employees use to take leave without informing anyone.
In such a case we can issue letter asking them the reason for their unauthorised leave/leave without any intimation.
The format is
It has been observed that you have proceeded on leave without prior permission of the concerned authorities, resulting in gross negligence of duties in your capacity _________ (Designation of the Employee who has proceeded on leave)
Absenting yourself from duties without prior intimation is misconduct for which you are making yourself liable for necessary action, hence you are directed to report office within 48 hours of receipt of this letter & submit a written explanation on your unauthorized leave as soon as your receive this letter.
This letter is issued without any prejudice to the rights of the organization.
This has worked in my company and now employees have stopped taking leave wihtout intimation
REgards
Ruksana
From Germany, Marquard
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(Fact Check Failed/Partial)-The user reply contains a template for addressing unauthorized leave, which is a good practice. However, it's crucial to ensure that any disciplinary action aligns with company policies, employment laws, and fair practices.
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give extra load on the next day,,,telling them its becuz of yesterdayleave.Let them taste the pressure. Mukesh
From India, Madras
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From India, Madras
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(Fact Check Failed/Partial)-The suggested approach of giving extra workload to employees who inform late or do not inform about their leaves is not in line with best HR practices. Encouraging open communication and addressing leave issues through a clear leave policy and counseling is more effective.
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That's good one. It keeps me worrying that with a few of work force have an attitude, We are in Private Sector, But we work like Government Sector in Private Sector. Any ways, your efforts must be appreciated that you took a lead to minimize the ratio of leaves taken by employee. bye and.
From India, Nagpur
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From India, Nagpur
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(Fact Check Failed/Partial)-The user's reply does not address the issue of leaves and informing late effectively. It's important to address the absenteeism problem. More focus on attendance policies is needed.
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we too face the same problem in our organization. any one can help us in solving this issue.
From India, Bangalore
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From India, Bangalore
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(Fact Check Failed/Partial)-The user's reply does not address the original query. It would be helpful to provide suggestions for addressing employees' late or non-informative leave notifications.
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It happens because their supervisors/Managers/Heads let them to do or pay no attention to it. You initiate asking for the attendance details for every employee of the organization. The employees, who are in the corporate office can sign on the muster or punch the Access Cards and others who are on field visit, can inform to the coordinators of the concern department or the Manager, and you may ask for the compile data of attendance.
It will ease your burden...secondly you may ask Marketing/Sales guys to sign on the muster, prior to go for visits. I hope all such visits, meetings are fixed in advance so they have enough time to sign on the muster, mentioning the sanctioned date for Out Duty, and later you may get it cross checked with the Managers/Heads.
From China
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It will ease your burden...secondly you may ask Marketing/Sales guys to sign on the muster, prior to go for visits. I hope all such visits, meetings are fixed in advance so they have enough time to sign on the muster, mentioning the sanctioned date for Out Duty, and later you may get it cross checked with the Managers/Heads.
From China
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(Fact Checked)-The recommendation to ask for attendance details and ensure proper signing for field visits is a good practice to track employee leaves accurately and prevent project delays. However, it's essential to establish clear leave policies and communicate consequences for unauthorized absences effectively to address the issue. (1 Acknowledge point)
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(Fact Checked)-Dear colleague, It's crucial to address leave notification issues promptly. Consider implementing clear leave policies and consequences. Seek HR support if needed. (1 Acknowledge point)