The probationer, who is in her very first month; may be someone fresh out of college, and equates taking an un-announced leave for celebrating her birthday as equivalent to bunking classes !!
Or, may be she has pulled off this feat earlier too, when she was a summer trainee/intern in her earlier assignment.
Now, it is clear that the company does not have a policy in place, to celebrate the birthdays of its employees (and probationers) !!
Rather than congratulating her on her birthday, the boss has other INNOVATIVE IDEAS of Employee Engagement !!
To make things appear more realistic and educate the new employee on the harsh realities of work-life; the boss takes it upon himself to make her forget her birthday till she is an employee of the company and to assert his authority to tell her "who is the boss here"; wants to punish her harshly by forcing a week of Leave without Pay on her !!!
I am pleasantly surprised at most of the responses which do not question the decision of the boss !!
Where does one get such loyal subordinates; or how does one make such docile subordinates??
I wish I had an opportunity to work in such a disciplined company. The kind of camaraderie and team-spirit I have shared so far with my reportees and colleagues, they would have been the first to point out my mistake, of being much too harsh on the new employee, a new team member.
Secondly, is not there any provisions of Casual Leave in such an organization ??
Casual Leaves are those which can be taken on exigencies and does not need prior approval.
Another aspect would be - Do such experiences not teach employees to become hardened and compulsive liars ??
The probationer, if she continues till one more year, will surely learn to give thee reason as someone in her family (father, mother - the closest the better) had suddenly taken ill, and she is rushing her to the hospital !!
I hope members would reflect upon these contrarian and divergent views.
Those who are liable to feel offended easily, may kindly take it in a lighter vein.
Warm regards.
From India, Delhi
1426Or, may be she has pulled off this feat earlier too, when she was a summer trainee/intern in her earlier assignment.
Now, it is clear that the company does not have a policy in place, to celebrate the birthdays of its employees (and probationers) !!
Rather than congratulating her on her birthday, the boss has other INNOVATIVE IDEAS of Employee Engagement !!
To make things appear more realistic and educate the new employee on the harsh realities of work-life; the boss takes it upon himself to make her forget her birthday till she is an employee of the company and to assert his authority to tell her "who is the boss here"; wants to punish her harshly by forcing a week of Leave without Pay on her !!!
I am pleasantly surprised at most of the responses which do not question the decision of the boss !!
Where does one get such loyal subordinates; or how does one make such docile subordinates??
I wish I had an opportunity to work in such a disciplined company. The kind of camaraderie and team-spirit I have shared so far with my reportees and colleagues, they would have been the first to point out my mistake, of being much too harsh on the new employee, a new team member.
Secondly, is not there any provisions of Casual Leave in such an organization ??
Casual Leaves are those which can be taken on exigencies and does not need prior approval.
Another aspect would be - Do such experiences not teach employees to become hardened and compulsive liars ??
The probationer, if she continues till one more year, will surely learn to give thee reason as someone in her family (father, mother - the closest the better) had suddenly taken ill, and she is rushing her to the hospital !!
I hope members would reflect upon these contrarian and divergent views.
Those who are liable to feel offended easily, may kindly take it in a lighter vein.
Warm regards.
From India, Delhi
Tough situation for a HR; as humanity we can't spoil her birthday but as per company rules & regulation or company leave act; we should not violate rules of any company. Otherwise we must punish or penalize under some circumstance. But as the HR point of view its better to notice her with a initial warning and aware her about the rules of your company (leave issues).
From United States, Los Angeles
From United States, Los Angeles
Everyone is presuming that this is the first offence of probationer lady in this job, and suggesting to take a lenient view by giving oral warning etc.
Suppose this is her second offence. (First offence was also of some kind of minor issue, HR warned her orally, and expected that she will improve). Now she has committed 2nd crime of remaining absent without prior approval. Anybody will agree that Birthday cannot fall under category ‘last minutes planning’, since it is known well in advance.
My question : She is on probation, her salary for Leave day will be deducted, as per rules. What is the punishment to her for not obeying office discipline second time. Ofcourse, ‘Do not come for whole week’ is a very harsh punishment. What can be the punishment for such indiscipline behavior, if it is done second time, when 1st warning is already given.
From India, Mumbai
Suppose this is her second offence. (First offence was also of some kind of minor issue, HR warned her orally, and expected that she will improve). Now she has committed 2nd crime of remaining absent without prior approval. Anybody will agree that Birthday cannot fall under category ‘last minutes planning’, since it is known well in advance.
My question : She is on probation, her salary for Leave day will be deducted, as per rules. What is the punishment to her for not obeying office discipline second time. Ofcourse, ‘Do not come for whole week’ is a very harsh punishment. What can be the punishment for such indiscipline behavior, if it is done second time, when 1st warning is already given.
From India, Mumbai
Dear Abhaybandekar
1. There is a whole set of progressive disciplinary approach.
2. There is a difference between Crime (as the term used by you), offence or Misconduct.
3. Good companies have a list of Misconducts in their Conduct/Discipline policy or stated in Standing Orders.
4. There is a laid-out procedure (and line of action) for dealing with any misconduct, whether it is committed First time, second time or for nth number of time.
Since in the present query it is implied that it is the newly-joined probationers first offence; accordingly the members have responded by assuming it as a First offence.
warm regards.
From India, Delhi
1. There is a whole set of progressive disciplinary approach.
2. There is a difference between Crime (as the term used by you), offence or Misconduct.
3. Good companies have a list of Misconducts in their Conduct/Discipline policy or stated in Standing Orders.
4. There is a laid-out procedure (and line of action) for dealing with any misconduct, whether it is committed First time, second time or for nth number of time.
Since in the present query it is implied that it is the newly-joined probationers first offence; accordingly the members have responded by assuming it as a First offence.
warm regards.
From India, Delhi
Dear Mr Rajkumar.. sincerely liked your above comments, and I feel this is the most logical answer to this discussion. Understood the necessity of making a Policy for attending misconducts.
Extremely sorry, for using the word ‘crime’ in my post, certainly it has some other meaning. Shall take care while writing, and will improve the language. Thanks.
From India, Mumbai
Extremely sorry, for using the word ‘crime’ in my post, certainly it has some other meaning. Shall take care while writing, and will improve the language. Thanks.
From India, Mumbai
Ankita
the fault is apparently yours not hers
she applied (though out of rules), its you who allowed her to go on leave.
Punishing her makes no sense in this context.
If you had not allowed and still she had gone, then it would be justified to punish her.
You need to tell your boss that it was your fault and that she should not be punished.
Offer to take whatever punishment he gives out to you
(thought i think my post is late and what you had to do you have already done ......)
From India, Mumbai
the fault is apparently yours not hers
she applied (though out of rules), its you who allowed her to go on leave.
Punishing her makes no sense in this context.
If you had not allowed and still she had gone, then it would be justified to punish her.
You need to tell your boss that it was your fault and that she should not be punished.
Offer to take whatever punishment he gives out to you
(thought i think my post is late and what you had to do you have already done ......)
From India, Mumbai
Thanks Guys!!
All answers are valuable for me. I know I'm very late in acknowledging your responses. But I really want to share one thing that this company's boss cannot make good employee base as far as I know him and his attitude toward people's emotional needs. I left that company just after 2 months of joining :D and really don't want to show his company's name in my resume.
He was actually exploiting everyone in his office.
But, now I know the things and ways of dealing with such situations with the help of great people like you. Thanks to citehr.com.
Note: Do not post anything derogatory about any company or entity. (I'm not mentioning its name)
From India, Delhi
All answers are valuable for me. I know I'm very late in acknowledging your responses. But I really want to share one thing that this company's boss cannot make good employee base as far as I know him and his attitude toward people's emotional needs. I left that company just after 2 months of joining :D and really don't want to show his company's name in my resume.
He was actually exploiting everyone in his office.
But, now I know the things and ways of dealing with such situations with the help of great people like you. Thanks to citehr.com.
Note: Do not post anything derogatory about any company or entity. (I'm not mentioning its name)
From India, Delhi
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Karnataka Leave.xlsx
LEAVE APPLICATION.doc