Dear All,
My self Shekhar Srivastava, in my company an employee go for the leave without proper approval. before applying leave application Production Dept. had explain him that your leave can not be approved because we are facing more workload, and after 25th july you can take it. but without proper approval of leave he gone for 6 days leave.
plz guide me what I take action.
Regards,
Shekhar Srivastava
Sr. Executive HR
FUSION ELECTRONICS PVT. LTD.
From India, Lucknow
10My self Shekhar Srivastava, in my company an employee go for the leave without proper approval. before applying leave application Production Dept. had explain him that your leave can not be approved because we are facing more workload, and after 25th july you can take it. but without proper approval of leave he gone for 6 days leave.
plz guide me what I take action.
Regards,
Shekhar Srivastava
Sr. Executive HR
FUSION ELECTRONICS PVT. LTD.
From India, Lucknow
Dear u send him notice for unauthorised leave via registered post at his present and permanent address.
From India, Delhi
From India, Delhi
Hi Shekhar Srivastava
I am attaching Constructive Discipline procedure.
Please use it.
In my opinion issuing him notice or memo or Warning letter straightway will not be appropriate ,since you need to manage good talents in betterway so try understand his problem and follow Constructive discipline procedure.
It is very tough to get good Employee (yours is Technical/Engineering company),therefore take corrective measures cautiously. Nowadays retaining good prformers are very challenging.
Best regards
mahesh k prasad
From India, Mumbai
Dear Shekhar,
Very rightly said by my other friends that you should issue a warning letter to your employee for unauthorized leave and mentioning clearly that any incidence relating to this in future can lead to termination of the employee.
You can call the employee in your office and get the acceptance of the letter signed and a written explanation for his act.
This gives you a proof for future that you had given proper warning if the case of termination comes in.
Thanks,
Vineet Saini
From India, Chandigarh
Very rightly said by my other friends that you should issue a warning letter to your employee for unauthorized leave and mentioning clearly that any incidence relating to this in future can lead to termination of the employee.
You can call the employee in your office and get the acceptance of the letter signed and a written explanation for his act.
This gives you a proof for future that you had given proper warning if the case of termination comes in.
Thanks,
Vineet Saini
From India, Chandigarh
Hello Shekar,
I do not know the procedure of applying leave in your company, but generally when an employee is in need of leave, the first thing we do is to check the reason on why he requires that leave. Because, if the leave request is genuine then he would go for it even if you try stopping him. Please remember the fact that for us, HR professionals, employees are customers and end of the day we all work towards customer delight! It is important that we be supportive to their problems and at the same time if you are convinced that the leave should have not been allowed you have all the rights to let him know of it.
I suggest that you issue a warning letter only after analyzing the case history and if it is really necessary. Else, just handle it smoothly but verbal or mail communication, as it is required to make sure that we don’t blow problems beyond the required proposition.
Thanks.
From India, Hyderabad
I do not know the procedure of applying leave in your company, but generally when an employee is in need of leave, the first thing we do is to check the reason on why he requires that leave. Because, if the leave request is genuine then he would go for it even if you try stopping him. Please remember the fact that for us, HR professionals, employees are customers and end of the day we all work towards customer delight! It is important that we be supportive to their problems and at the same time if you are convinced that the leave should have not been allowed you have all the rights to let him know of it.
I suggest that you issue a warning letter only after analyzing the case history and if it is really necessary. Else, just handle it smoothly but verbal or mail communication, as it is required to make sure that we don’t blow problems beyond the required proposition.
Thanks.
From India, Hyderabad
Hi Shekhar,
As per what i can understand,I think the employee has formally approach you for approval of leave.Its quite fair that you expect that at the time the work load is high thre is minimal Absenteeism.The ans to your question depends on a lot of factors like the tenure of the amployee with co,his performance,commitment,sincerity,behavior etc.It also depends on the reasons why the leave has been availed.In case the employee has availed the leave due to unavoidable reasons then you can also take the previously mention aspects before you decide.It depends on case to case.But remember that your decesion may send positive or negative signals among other employee's in the company.
From India, Madras
As per what i can understand,I think the employee has formally approach you for approval of leave.Its quite fair that you expect that at the time the work load is high thre is minimal Absenteeism.The ans to your question depends on a lot of factors like the tenure of the amployee with co,his performance,commitment,sincerity,behavior etc.It also depends on the reasons why the leave has been availed.In case the employee has availed the leave due to unavoidable reasons then you can also take the previously mention aspects before you decide.It depends on case to case.But remember that your decesion may send positive or negative signals among other employee's in the company.
From India, Madras
Hi Shekar,
Since you mention that your company is into manufacturing then if you are employing 50 and more employees you would have got certified Standing ORders of your company. If this is there then you can follow it step by step.
IF this is not done then you can follow the Model Standing ORders as laid down in the Industrial Establishments ( Model Standing Orders) Act and Rules.
You could first train your managerial staff of the law and procedures. Then you could parallely display copy of the same for your employees benefit and hold a session where you could teach of the requirements of the law and the procedures to be followed and define the Acts of commission /ommission- when they could be deemed to be a misconduct and what are the procedures to be followed in case of emergency.
Along with this it is ideal that all your employees know the importance of each of their function - as to how if any one were to deviate from the norm - how it affects the end product and the bottom line of the company. This would act as a motivation to all employees to follow the procedures first than to break it.
regards
From India, Bangalore
Since you mention that your company is into manufacturing then if you are employing 50 and more employees you would have got certified Standing ORders of your company. If this is there then you can follow it step by step.
IF this is not done then you can follow the Model Standing ORders as laid down in the Industrial Establishments ( Model Standing Orders) Act and Rules.
You could first train your managerial staff of the law and procedures. Then you could parallely display copy of the same for your employees benefit and hold a session where you could teach of the requirements of the law and the procedures to be followed and define the Acts of commission /ommission- when they could be deemed to be a misconduct and what are the procedures to be followed in case of emergency.
Along with this it is ideal that all your employees know the importance of each of their function - as to how if any one were to deviate from the norm - how it affects the end product and the bottom line of the company. This would act as a motivation to all employees to follow the procedures first than to break it.
regards
From India, Bangalore
Dear Shekar,
Pls find my suggestion below.
First go thru ur company policy regarding unauthorised leave. Find out what type of leave he has availed . wat's the procedure for granting CL/EL/ ML. if he has viloated the rule then take appropriate action whether it's oral or written warning or memo. wat ever decision ur taking give him an opportunity to present his case. Always remember while taking action that it should be reformative not punitive.
Keep reord of the procedures & actions taken . While taking action you should keep in mind about his productivity. b cuz your action should not demotivate him.
Pls go thru divya manoj's & Divya chandana's suggestions too.
regards
pramod
From India, Bangalore
Pls find my suggestion below.
First go thru ur company policy regarding unauthorised leave. Find out what type of leave he has availed . wat's the procedure for granting CL/EL/ ML. if he has viloated the rule then take appropriate action whether it's oral or written warning or memo. wat ever decision ur taking give him an opportunity to present his case. Always remember while taking action that it should be reformative not punitive.
Keep reord of the procedures & actions taken . While taking action you should keep in mind about his productivity. b cuz your action should not demotivate him.
Pls go thru divya manoj's & Divya chandana's suggestions too.
regards
pramod
From India, Bangalore
Dear shekhar,
In your company what is the policy regarding absence without prior information , if its applicable to take action in your company for absence five days or more then as you say absence for 6 days , you can take disciplinary action against him . Meance issue show cause notice , see his reply if its jenuine means he absent due to health problem submit medical certificate,or ESI tratment proof then you can't do any thing just persude him for next time information is require other wise you will loose the job.
If its not so prepare his document for termination , But for this cause termination is not sound proof. So in my suggestion counseling for such type of misconduct is only the way.
If reptition is continew, then surch for his major fault to terminate him.
Sanjeev Rai
From India, Indore
In your company what is the policy regarding absence without prior information , if its applicable to take action in your company for absence five days or more then as you say absence for 6 days , you can take disciplinary action against him . Meance issue show cause notice , see his reply if its jenuine means he absent due to health problem submit medical certificate,or ESI tratment proof then you can't do any thing just persude him for next time information is require other wise you will loose the job.
If its not so prepare his document for termination , But for this cause termination is not sound proof. So in my suggestion counseling for such type of misconduct is only the way.
If reptition is continew, then surch for his major fault to terminate him.
Sanjeev Rai
From India, Indore
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