Dear Friends,
There are a few queries that I have for all of You:--
1) Our organization is into the manufacture of Ophthalmic products. We have different shifts in our production department with around 20 workers in each shift.
We want to plan our Manpower in such a way that even if 1-2 employees are on leave, there is a reliever who would carry out the job without letting production suffer
Hence, I would like to know the concept of a reliever in Production department. Ideally what should be the ratio of a reliever to workers in each shift. Is there some rule under the Factory's Act which makes it mandatory to have relievers in each shift or to maintain a certain ratio of workers to reliever.
Please advise.
2) Our Leave policy allows an employee 21 PL, 7 CL & 7 SL. Since the absenteeism problem was quite frequent, the HR dept. decided to have a check on the leave given to employees. As far as PL is concerned, we have decided to give 7 Pl's per quarter to employees that too with prior permission from the concerned head.
But is it necessary for an employee to take prior permission for availing CL's. I feel this is not necessary as CL's are meant to be taken under circumstances which are not predictible beforehand.
But my manager insists on allowing Cl's only with prior approval. Please comment.
Regards,
Vinita
From India, Bharuch
16There are a few queries that I have for all of You:--
1) Our organization is into the manufacture of Ophthalmic products. We have different shifts in our production department with around 20 workers in each shift.
We want to plan our Manpower in such a way that even if 1-2 employees are on leave, there is a reliever who would carry out the job without letting production suffer
Hence, I would like to know the concept of a reliever in Production department. Ideally what should be the ratio of a reliever to workers in each shift. Is there some rule under the Factory's Act which makes it mandatory to have relievers in each shift or to maintain a certain ratio of workers to reliever.
Please advise.
2) Our Leave policy allows an employee 21 PL, 7 CL & 7 SL. Since the absenteeism problem was quite frequent, the HR dept. decided to have a check on the leave given to employees. As far as PL is concerned, we have decided to give 7 Pl's per quarter to employees that too with prior permission from the concerned head.
But is it necessary for an employee to take prior permission for availing CL's. I feel this is not necessary as CL's are meant to be taken under circumstances which are not predictible beforehand.
But my manager insists on allowing Cl's only with prior approval. Please comment.
Regards,
Vinita
From India, Bharuch
Hi vinita,
Regarding CL availment, no prior permission is required. Now regarding relievers.
It is responsibility of the prodn. dept to get the manpower sanctioned against the absentisum prevailing in that geographical area.
After the extra manpower has been sanctioned in the shift, providing manpower as per sanction to be provided.
From India, Pune
Regarding CL availment, no prior permission is required. Now regarding relievers.
It is responsibility of the prodn. dept to get the manpower sanctioned against the absentisum prevailing in that geographical area.
After the extra manpower has been sanctioned in the shift, providing manpower as per sanction to be provided.
From India, Pune
As I see it you have two (2) options:
1. Extra staff "just in case". Two problems are immediately attendant to such a solution: A. The extra may not have the skills required; B. Extra is incurring unnecessary, unproductive costs unless s/he can be utilized efficiently.
2. "On call" list. Qualified employees are asked to volunteer to be "on call" in the event an unexpected absence occurs. The personnel "on call" will have the right to refuse, the junior qualified will have no option.
In order for the "on call" system to work, the person on the job at the time of the call off/ absence notification, will be mandated to continue to work until the "on call" person has arrived.
PALADIN
From United States,
1. Extra staff "just in case". Two problems are immediately attendant to such a solution: A. The extra may not have the skills required; B. Extra is incurring unnecessary, unproductive costs unless s/he can be utilized efficiently.
2. "On call" list. Qualified employees are asked to volunteer to be "on call" in the event an unexpected absence occurs. The personnel "on call" will have the right to refuse, the junior qualified will have no option.
In order for the "on call" system to work, the person on the job at the time of the call off/ absence notification, will be mandated to continue to work until the "on call" person has arrived.
PALADIN
From United States,
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Queries-intervi ews_154.doc