Hello,
I am Working in an IT Company, where recently an employee from Development Department has taken Leave for uncertain Time Period as he has to go to his home town due to illness of his Grand Mom, he has droped a mail informing the same.
On the other hand my boss is angry on him taking leave on a short notice and I am not sure in my self either for taking a strict action Or a Polite Conversation against him..??
As he has completed his responsibility by droping a mail.
Please help me with the precious time of yours.
From India, Indore
1I am Working in an IT Company, where recently an employee from Development Department has taken Leave for uncertain Time Period as he has to go to his home town due to illness of his Grand Mom, he has droped a mail informing the same.
On the other hand my boss is angry on him taking leave on a short notice and I am not sure in my self either for taking a strict action Or a Polite Conversation against him..??
As he has completed his responsibility by droping a mail.
Please help me with the precious time of yours.
From India, Indore
Hi Divya,
Before you take any action please look at the tenure of the employee. How responsible he was when he was in the company. how was his behavior with peers all these things will give you an idea of his sincerity.
Any employee can't just say that they don't know when they will come back you have to put some cap there. You can ask him to go on sabbatical leave.
If possible offer the employee work from home.
You can also put his salary on hold until he joins the company.
From India, Pune
Before you take any action please look at the tenure of the employee. How responsible he was when he was in the company. how was his behavior with peers all these things will give you an idea of his sincerity.
Any employee can't just say that they don't know when they will come back you have to put some cap there. You can ask him to go on sabbatical leave.
If possible offer the employee work from home.
You can also put his salary on hold until he joins the company.
From India, Pune
Hi Monica,
Thanks for replying, Definately his salary of the days of absentism will be deducted for sure but please note the Employee has joined the Company in this year Feb as a Trainee and has been turned up in to Employee from 1st March, In this short time I dont think giving him a sabbatical leave would be a good option.
Partly his over all behaviour is Good, which includes Punctuality, Respect to Seniors and Obeying them.
As far as Cap is concerned how much time can be provided in these kind of issues..??
From India, Indore
Thanks for replying, Definately his salary of the days of absentism will be deducted for sure but please note the Employee has joined the Company in this year Feb as a Trainee and has been turned up in to Employee from 1st March, In this short time I dont think giving him a sabbatical leave would be a good option.
Partly his over all behaviour is Good, which includes Punctuality, Respect to Seniors and Obeying them.
As far as Cap is concerned how much time can be provided in these kind of issues..??
From India, Indore
It can be agreed that Leave can not be taken "as a matter of right". It is the responsibility of HR to ensure this, as the sole responsibility of
any organisation is to run the business organization very smoothly. But in this case, the employee has informed about his leave and
the circumstance/situation that has led him to take leave. Hence, officially he is correct. Moreover as per your organisational policy
his leave of absence will be treated as Loss of Pay. Hence, further action is not required.
However, as a HR professional, you have to take care the interest of your management. Hence please call the employee and
inform him that you are extending his training period for a further period of --- days (no. of days he was on leave), and then
regularise the employee on a future date.
Trust this shall sooth both you and your management.
Thanks.
R K Nair
From India, Aizawl
any organisation is to run the business organization very smoothly. But in this case, the employee has informed about his leave and
the circumstance/situation that has led him to take leave. Hence, officially he is correct. Moreover as per your organisational policy
his leave of absence will be treated as Loss of Pay. Hence, further action is not required.
However, as a HR professional, you have to take care the interest of your management. Hence please call the employee and
inform him that you are extending his training period for a further period of --- days (no. of days he was on leave), and then
regularise the employee on a future date.
Trust this shall sooth both you and your management.
Thanks.
R K Nair
From India, Aizawl
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