Dear Raghav,
The percentage is considered to be nil when your business risk is mitigated. In an operation or production team , if the predictive analysis shares 3 out of 45 team members would be absent in a week. The work allocation gets balanced to cover the log-in period or the minimum volume delivered by the minimum number of billable employees. Under such circumstances, if the real absenteeism is 3 or less, it is almost close to 0 as the work have already been managed and the dashboard doesn't run in red.
This may sound as a technical advice , but this is how we used to leverage on the manpower for managing attendance.
Please do share how are you managing it in your environment and the best practices that you would suggest.
Regards,
(Cite Contribution)
From India, Mumbai
1859The percentage is considered to be nil when your business risk is mitigated. In an operation or production team , if the predictive analysis shares 3 out of 45 team members would be absent in a week. The work allocation gets balanced to cover the log-in period or the minimum volume delivered by the minimum number of billable employees. Under such circumstances, if the real absenteeism is 3 or less, it is almost close to 0 as the work have already been managed and the dashboard doesn't run in red.
This may sound as a technical advice , but this is how we used to leverage on the manpower for managing attendance.
Please do share how are you managing it in your environment and the best practices that you would suggest.
Regards,
(Cite Contribution)
From India, Mumbai
Raghav and (Cite Contribution) both are correct in their respective views, first let us know from the OP harison what industry they are in, what they do, the nature of work, employee strength, and what exactly he meant by 3% whether it was according to s calculation or raghavs .
As per my opinion 3% is a really good percentage. and very very good, let me give a one example .....
When i was working in a manufacturing company we used to pay the canteen contractor daily food at a rate of 200 people whereas the real strength was 210, when i told my HR manager that why this is he told that assumed out of 210 , 10 are absent daily because of some or other reason , so this way it works ;) ..
From India, Madras
As per my opinion 3% is a really good percentage. and very very good, let me give a one example .....
When i was working in a manufacturing company we used to pay the canteen contractor daily food at a rate of 200 people whereas the real strength was 210, when i told my HR manager that why this is he told that assumed out of 210 , 10 are absent daily because of some or other reason , so this way it works ;) ..
From India, Madras
Dear Nambomita,
thanks for sharing your views.
In our company we have taken soem action which is helping us to control absentteism to soem extent -
1. Our total strenght is approx 280
2. We have linked incentives to his attendance for the month
3. The accumulated PL can be encashed once a year if it exceeds 90 days
4. If an emp remains absent for more than 7 days without prior notice, he will be given a show cause notice.
in some cases we have terminated him also.
Regards
Raghav
From India, Bangalore
thanks for sharing your views.
In our company we have taken soem action which is helping us to control absentteism to soem extent -
1. Our total strenght is approx 280
2. We have linked incentives to his attendance for the month
3. The accumulated PL can be encashed once a year if it exceeds 90 days
4. If an emp remains absent for more than 7 days without prior notice, he will be given a show cause notice.
in some cases we have terminated him also.
Regards
Raghav
From India, Bangalore
Dear Raghav,
Thankyou for that excellent input . It reminds me of an extreme measure that we had taken for a duration we predicted to have the highest rate of absenteeism.
We re-defined the eligibility for the 'pay for performance' , and made it directly dependent on the minimum number of leaves taken. This dependability ensured that if an employee takes more than 3 days of un-scheduled leave in a month, he/she would not be eligible for the PI irrespective of their productivity score. This did have a backlash . The moment an employee crossed that limit, it used to have a direct impact on their productivity. They worked only to score the minimum Productivity percentage, to sustain their jobs. The impetus to excel remained clearly absent from their deliveries.
This was later removed and the scheme for the yearly bonus was introduced with a percentage to be calculated from the attendance of the employee. This had a far more positive impact . They were not eligible for leaves till they were confirmed. Even if after that, the employees took few unscheduled leaves , they would work and remain dependable towards the later part of the year.
Regards,
(Cite Contribution)
From India, Mumbai
Thankyou for that excellent input . It reminds me of an extreme measure that we had taken for a duration we predicted to have the highest rate of absenteeism.
We re-defined the eligibility for the 'pay for performance' , and made it directly dependent on the minimum number of leaves taken. This dependability ensured that if an employee takes more than 3 days of un-scheduled leave in a month, he/she would not be eligible for the PI irrespective of their productivity score. This did have a backlash . The moment an employee crossed that limit, it used to have a direct impact on their productivity. They worked only to score the minimum Productivity percentage, to sustain their jobs. The impetus to excel remained clearly absent from their deliveries.
This was later removed and the scheme for the yearly bonus was introduced with a percentage to be calculated from the attendance of the employee. This had a far more positive impact . They were not eligible for leaves till they were confirmed. Even if after that, the employees took few unscheduled leaves , they would work and remain dependable towards the later part of the year.
Regards,
(Cite Contribution)
From India, Mumbai
Dear All,
In our organisation there are around 1500 employees, of which 90% of the employees falls under the CATEGORY of TECHNICIANS, ASST. TECH, LABOURS, HANDYMAN, CARPENTERS, PAINTERS and HELPERS.
As per Qatar Law, we get 7 NATIONAL HOLIDAYS in a year besides ONE AND HALF DAY WEEKLY OFF for STAFF at H.O and ONE DAY WEEKLY OFF at all SITES. We are maintaining ABSENTEEISM ratio not more than 3%. Besides employees working OT, still they do manage to present themselves next day. To appreciate their PUNCTUALITY and ATTENDANCE we had announced QR100 incentives for all those giving their 100% ATTENDANCE in 3months without SPOILING THEIR HEALTH. Some times based on requirements, with prior approval and based on circumstances, employee is allowed to work flexibly to get things done in time.
Sometimes depending upon the work timings, we do provide them FOOD on site so that they carryout their responsibilities with full energy.
Its very difficult to satisfy employee needs 100% and achieve 100% ATTENDANCE because we feel that HEALTH is WEALTH. Compelling employee to deliver beyond his capacity is NOT ADVISABLE and it will have adverse effects on their health. If is so then company need to take care of complete medical expenses.
With profound regards
From India, Chennai
In our organisation there are around 1500 employees, of which 90% of the employees falls under the CATEGORY of TECHNICIANS, ASST. TECH, LABOURS, HANDYMAN, CARPENTERS, PAINTERS and HELPERS.
As per Qatar Law, we get 7 NATIONAL HOLIDAYS in a year besides ONE AND HALF DAY WEEKLY OFF for STAFF at H.O and ONE DAY WEEKLY OFF at all SITES. We are maintaining ABSENTEEISM ratio not more than 3%. Besides employees working OT, still they do manage to present themselves next day. To appreciate their PUNCTUALITY and ATTENDANCE we had announced QR100 incentives for all those giving their 100% ATTENDANCE in 3months without SPOILING THEIR HEALTH. Some times based on requirements, with prior approval and based on circumstances, employee is allowed to work flexibly to get things done in time.
Sometimes depending upon the work timings, we do provide them FOOD on site so that they carryout their responsibilities with full energy.
Its very difficult to satisfy employee needs 100% and achieve 100% ATTENDANCE because we feel that HEALTH is WEALTH. Compelling employee to deliver beyond his capacity is NOT ADVISABLE and it will have adverse effects on their health. If is so then company need to take care of complete medical expenses.
With profound regards
From India, Chennai
Hello Seniors,
I am looking out for some help in the area of absenteeism.
Want to know how i can control unapproved leaves and can i deduct 2 days salary for 1 unapproved leave? (is there any law concerning to this or it is as per the company norms)
Please suggest..
Regards
Anjali Sarin
From India, Ambala
I am looking out for some help in the area of absenteeism.
Want to know how i can control unapproved leaves and can i deduct 2 days salary for 1 unapproved leave? (is there any law concerning to this or it is as per the company norms)
Please suggest..
Regards
Anjali Sarin
From India, Ambala
Hi,
I would suggest you to go for some mild and moderate actions before going for a salary cut. Salary cut is the last thing one can expect in a job. This measure can be used for a habitual employee.
You can issue warning letters mentioning the date and by how many minutes/hrs an employee is late. Warning letters will give a message that management is serious regarding this issue.
After that, you can issue a charge sheet mentioning how the absenteeism of that employee affected company's benefits and how it caused loss to the company.
Even after issuing charge sheet, u can go for a salary cut or ultimately termination. Charge sheets will give you a weapon to defend yourself against employees' accusation that he is being exploited.
Straight forward salary cut will create disturbance and may create further problem for yourself.
And salary cut is at the sole discretion of company but it should be backed by solid reason otherwise labor laws may charge you for exploitation.
I hope this helps.
From India, Calcutta
I would suggest you to go for some mild and moderate actions before going for a salary cut. Salary cut is the last thing one can expect in a job. This measure can be used for a habitual employee.
You can issue warning letters mentioning the date and by how many minutes/hrs an employee is late. Warning letters will give a message that management is serious regarding this issue.
After that, you can issue a charge sheet mentioning how the absenteeism of that employee affected company's benefits and how it caused loss to the company.
Even after issuing charge sheet, u can go for a salary cut or ultimately termination. Charge sheets will give you a weapon to defend yourself against employees' accusation that he is being exploited.
Straight forward salary cut will create disturbance and may create further problem for yourself.
And salary cut is at the sole discretion of company but it should be backed by solid reason otherwise labor laws may charge you for exploitation.
I hope this helps.
From India, Calcutta
Thanks for the information
I agree with you and i am also in favor of taking mild actions.
But as in this case the employee has taken the company for a ride and just in case if i want to regulate the 2 days salary cut against 1 unapproved leave. Can i do this?
Does the policy differs from company to company or there is any legal obligation?
Regards
Anjali Sarin
if
From India, Ambala
I agree with you and i am also in favor of taking mild actions.
But as in this case the employee has taken the company for a ride and just in case if i want to regulate the 2 days salary cut against 1 unapproved leave. Can i do this?
Does the policy differs from company to company or there is any legal obligation?
Regards
Anjali Sarin
if
From India, Ambala
Dear Ms. Anjali Sarin,
in response to your query, i agree with Ms. Ashwani.
Go ahead and deduct one day salary and issue WARNING LETTER stating valid reason. If you find employee violating company regulations then you need to build a file against him so that you can terminate him without any hurdle on genuine grounds.
Please follow procedures while initiating action against employee else it will definitely cost to the company. Please do study labour laws applicable.
You can prepare a circular regarding increase in absenteeism ratio and get it signed by all your employee. You should define everything including actions to be initiated if employee is found guilty or violating norms.
With profound regards
From India, Chennai
in response to your query, i agree with Ms. Ashwani.
Go ahead and deduct one day salary and issue WARNING LETTER stating valid reason. If you find employee violating company regulations then you need to build a file against him so that you can terminate him without any hurdle on genuine grounds.
Please follow procedures while initiating action against employee else it will definitely cost to the company. Please do study labour laws applicable.
You can prepare a circular regarding increase in absenteeism ratio and get it signed by all your employee. You should define everything including actions to be initiated if employee is found guilty or violating norms.
With profound regards
From India, Chennai
In the HR policy of most of the companies, it is clearly written that company can take any action against an employee who is working against the company's benefits. So, you can take action against habitual absentees but this should be done through proper set of steps. Company has full right to take such action if any act of employee is affecting company's health.
From India, Calcutta
From India, Calcutta
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