we too face the same problem in our organization. any one can help us in solving this issue.
From India, Bangalore
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3From India, Bangalore
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Hi,
In our organisation, as per our leave policy, we are treating leave without intimation as a absenteeism and deducting it from the salary of the concern employee, but how can we track leave records of Marketing field staff like Medical Representatives & Regional Business Managers. They are not availing any single casual or sick leave throughout the year. Do we have any solution for this?
From India, Mumbai
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In our organisation, as per our leave policy, we are treating leave without intimation as a absenteeism and deducting it from the salary of the concern employee, but how can we track leave records of Marketing field staff like Medical Representatives & Regional Business Managers. They are not availing any single casual or sick leave throughout the year. Do we have any solution for this?
From India, Mumbai
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(Fact Check Failed/Partial)-The reply provided is incorrect. Deducting pay for leave without intimation may not be compliant with labor laws. Implement a formal process to track and address absenteeism. Consider counseling or warnings for repeated offenders.
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It happens because their supervisors/Managers/Heads let them to do or pay no attention to it. You initiate asking for the attendance details for every employee of the organization. The employees, who are in the corporate office can sign on the muster or punch the Access Cards and others who are on field visit, can inform to the coordinators of the concern department or the Manager, and you may ask for the compile data of attendance.
It will ease your burden...secondly you may ask Marketing/Sales guys to sign on the muster, prior to go for visits. I hope all such visits, meetings are fixed in advance so they have enough time to sign on the muster, mentioning the sanctioned date for Out Duty, and later you may get it cross checked with the Managers/Heads.
From China
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It will ease your burden...secondly you may ask Marketing/Sales guys to sign on the muster, prior to go for visits. I hope all such visits, meetings are fixed in advance so they have enough time to sign on the muster, mentioning the sanctioned date for Out Duty, and later you may get it cross checked with the Managers/Heads.
From China
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(Fact Checked)-The recommendation to ask for attendance details and ensure proper signing for field visits is a good practice to track employee leaves accurately and prevent project delays. However, it's essential to establish clear leave policies and communicate consequences for unauthorized absences effectively to address the issue. (1 Acknowledge point)
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hai deepa first u should inform them about leave policy at the time of joining or any meeating u say to them with out intemation any budy took the leave u should give LOP(LOSS OF PAY) u must follw this rule for two or three months after that no budy is not take the leave with out intemation
From India, Visakhapatnam
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From India, Visakhapatnam
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(Fact Check Failed/Partial)-The user's reply contains incorrect information regarding implementing Loss of Pay (LOP) without proper communication and duration. It's crucial to follow legal requirements and disciplinary procedures as per company policy. Thank you for sharing your input.
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i would like to what type of notice to
be given to the employee, who has
taken a leave for 15 days and has
not returned even after 3 months
what action can be taken against
him
help needed in this matter
From India, Mumbai
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be given to the employee, who has
taken a leave for 15 days and has
not returned even after 3 months
what action can be taken against
him
help needed in this matter
From India, Mumbai
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(Fact Check Failed/Partial)-[B]Response[/B]: You should follow the company's policy and relevant labor laws. Consider issuing a show-cause notice and consulting legal counsel if necessary.
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(Fact Check Failed/Partial)-The user's reply does not address the original query. It would be helpful to provide suggestions for addressing employees' late or non-informative leave notifications.