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
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
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
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
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
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
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
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
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
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
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
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
give extra load on the next day,,,telling them its becuz of yesterdayleave.Let them taste the pressure. Mukesh
From India, Madras
From India, Madras
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
From India, Nagpur
we too face the same problem in our organization. any one can help us in solving this issue.
From India, Bangalore
From India, Bangalore
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
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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