Hi
Me, Holding generlist position in manufacturing company. , where we deal with skilled and unskilled labours. we face problems related to absenteesm. people take leaves without any prior notice , for long or short leaves , we ahve system of 18 EL and 6 CL per calender year. some of them have crossed more than 40 also . Managemnet ahs asked me take disciplinary cations against them as others also might start following the same . and production will get disturbed. can any one let me know regarding legal aspects , wher i can maintain the discipline in the factory and also there will jot be any legal com-lications. and how to go about ?
Thank you
manisha
From India, Kochi
Me, Holding generlist position in manufacturing company. , where we deal with skilled and unskilled labours. we face problems related to absenteesm. people take leaves without any prior notice , for long or short leaves , we ahve system of 18 EL and 6 CL per calender year. some of them have crossed more than 40 also . Managemnet ahs asked me take disciplinary cations against them as others also might start following the same . and production will get disturbed. can any one let me know regarding legal aspects , wher i can maintain the discipline in the factory and also there will jot be any legal com-lications. and how to go about ?
Thank you
manisha
From India, Kochi
Hi Manisha,
As u said, you are working in manufacturing industry. How many departments are there like, production dept, QA dept, Stores dept, Logistics dept, R&D dept, Admin dept. ?
See manisha, suppose customers is giving requirements to complete such quantity to despatch means, the dept head should manage their teams to complete the work in their firm time. For this , HR or admin, never take initiative and do all this things. IF u are getting any complaint about Employees from the Department Head Please get Inter office Memo and gie them a first warning and if it happens again take this iisue to DGM/GM - head and take necessary action.
HERE EMPLOYEES ARE NOT PROBLEM TO YOU, ONLY DEPARTMENTS HEADS ARE NOT STICKY WITH THEIR EMPLOYEES AND THEIR CARELESSNESS .
ask the concerned dept. heads to talk with their teams and get finalise.
Hope it makes u clear for your query ?
regards,
saravana
EXE -HR
From India, Madras
6As u said, you are working in manufacturing industry. How many departments are there like, production dept, QA dept, Stores dept, Logistics dept, R&D dept, Admin dept. ?
See manisha, suppose customers is giving requirements to complete such quantity to despatch means, the dept head should manage their teams to complete the work in their firm time. For this , HR or admin, never take initiative and do all this things. IF u are getting any complaint about Employees from the Department Head Please get Inter office Memo and gie them a first warning and if it happens again take this iisue to DGM/GM - head and take necessary action.
HERE EMPLOYEES ARE NOT PROBLEM TO YOU, ONLY DEPARTMENTS HEADS ARE NOT STICKY WITH THEIR EMPLOYEES AND THEIR CARELESSNESS .
ask the concerned dept. heads to talk with their teams and get finalise.
Hope it makes u clear for your query ?
regards,
saravana
EXE -HR
From India, Madras
Dear Manisha,
I have more exposure in manufacturing industry and faced similar problem many times.
Holding legal weapon & take disciplinary actions is not correct way all the time to control absenteeism. Some rewards & recognse programme should be establish in the concern.
I suggest following things :
1. Find out chronic workmen cases of absenteeism.
2. Find out what is root level causes of absenteeism.
3. Call each individual workmen and counsel them for better attendance, possibly take the undertaking in writing for improving their attendance & keep in their perosnal file. This will help while reminding them in case of repetition.
4. Do home visit, meet their family members, tell them about the absenteeism of employee, what action can prevail. What consequences may face by family member if they loose their job.
5. Put up notice about the absenteeism among workmen & explain them how it hampers to production , delivery, wages etc.
6. As part of REwards & REcognition, announce some scheme in cash kind about full 100% attendance without any single paid leave in quarter. Put up notice on board, I feel people will try to encash the opportunity.
7. Still those who are not improved, built the record by issuing Warning, Show cause notices, Chargesheets etc. Conduct the enquiry against them and then award will decided by authority.
regs,
Bhushan Dahanukar
From India, Mumbai
I have more exposure in manufacturing industry and faced similar problem many times.
Holding legal weapon & take disciplinary actions is not correct way all the time to control absenteeism. Some rewards & recognse programme should be establish in the concern.
I suggest following things :
1. Find out chronic workmen cases of absenteeism.
2. Find out what is root level causes of absenteeism.
3. Call each individual workmen and counsel them for better attendance, possibly take the undertaking in writing for improving their attendance & keep in their perosnal file. This will help while reminding them in case of repetition.
4. Do home visit, meet their family members, tell them about the absenteeism of employee, what action can prevail. What consequences may face by family member if they loose their job.
5. Put up notice about the absenteeism among workmen & explain them how it hampers to production , delivery, wages etc.
6. As part of REwards & REcognition, announce some scheme in cash kind about full 100% attendance without any single paid leave in quarter. Put up notice on board, I feel people will try to encash the opportunity.
7. Still those who are not improved, built the record by issuing Warning, Show cause notices, Chargesheets etc. Conduct the enquiry against them and then award will decided by authority.
regs,
Bhushan Dahanukar
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
4.5B Changing an Existing Position.doc
L and R Initial Position-1.zip