Hello Sekhar,
I think you are the best judge in your situation and surely will take the right decision considering all circumstantial factors, viz.
- Whether the employee is a habitual absentee/takes frequent leave (check his last 1/2 yrs. leave records) or is it a genuine reason for which he has been absent for 6 days needs to be inquired.
- Please check the standing orders of your factory and then proceed to take any disciplinary action against the employee, or else it may backfire upon the HR dept. as a consequence if standing orders are in any way violated.
- Before issuing a letter straight away, the best course of action is to counsel the employee, caution the employee verbally unless, of course, he has already been counseled on similar grounds before; this is probably the best course of action.
- If you are handling a trade Union and the employee in question is a member of that Union, please immediately keep the union secretary or his representative with whom you generally discuss ER issues apprised of the situation so that you can take further disciplinary actions against this employee if required without the risk of any future IR problems.
Please take a comprehensive look at all the possible factors and take your decision appropriately.
With regards,
Probhat
From India
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1I think you are the best judge in your situation and surely will take the right decision considering all circumstantial factors, viz.
- Whether the employee is a habitual absentee/takes frequent leave (check his last 1/2 yrs. leave records) or is it a genuine reason for which he has been absent for 6 days needs to be inquired.
- Please check the standing orders of your factory and then proceed to take any disciplinary action against the employee, or else it may backfire upon the HR dept. as a consequence if standing orders are in any way violated.
- Before issuing a letter straight away, the best course of action is to counsel the employee, caution the employee verbally unless, of course, he has already been counseled on similar grounds before; this is probably the best course of action.
- If you are handling a trade Union and the employee in question is a member of that Union, please immediately keep the union secretary or his representative with whom you generally discuss ER issues apprised of the situation so that you can take further disciplinary actions against this employee if required without the risk of any future IR problems.
Please take a comprehensive look at all the possible factors and take your decision appropriately.
With regards,
Probhat
From India
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Sekhar,
I would suggest you to go by your company policy. Every organization has a disciplinary policy in place. Then, you must check his past behavior, like attendance record, performance, punctuality, etc. Only then make a decision. Also, consult your senior HR manager to know what action would be appropriate. But before you do that, do put your suggestion forward to the manager, as to what must be done in the case, which shall put an impression on your manager as well that you have studied the case and given your thoughtful suggestion.
From India, Hyderabad
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I would suggest you to go by your company policy. Every organization has a disciplinary policy in place. Then, you must check his past behavior, like attendance record, performance, punctuality, etc. Only then make a decision. Also, consult your senior HR manager to know what action would be appropriate. But before you do that, do put your suggestion forward to the manager, as to what must be done in the case, which shall put an impression on your manager as well that you have studied the case and given your thoughtful suggestion.
From India, Hyderabad
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Hi, Mr. Shekhar,
First of all, what I have understood is that your manufacturing unit and the employee has gone on leave without approval is a worker. You need to focus on the following:
If the employee falls in the worker category...
If yes, when did he apply for the leave and what was the purpose of the leave? If he was listened to properly and his reason for taking the leave was genuine, meaning the purpose for which he took the leave required his utmost presence.
If yes, then if the production department did not recommend his leave, did he approach the welfare officer or the HR/Personnel department? If he has not contacted the personnel department and proceeded on leave without information, has the personnel department issued him a notice for unauthorized absence from duties, and should he be served a show-cause notice with an explanation required.
If the employee remains absent for more than 8 days and the explanation provided by him is not satisfactory, the factory manager should proceed with the termination of his services. However, please ensure that he was listened to properly and the reason for the leave was not genuine or does not justify his absence.
Furthermore, if the said employee is in the staff category, the above steps apply to him as well. But you must understand that such actions, on one hand, can set an example of discipline, but on the other hand, can lower motivation levels. Therefore, it is necessary that the genuineness of the case is thoroughly considered.
Also, keep in mind the attitude of the employee when he proceeded on leave without approval. If he showed adamancy, strict action should be taken to set an example for others. However, if it was genuinely urgent, a warning letter not to repeat such actions is more than enough.
Also, check the approach of his immediate senior to ensure such occurrences are not repeated.
From India, Coimbatore
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First of all, what I have understood is that your manufacturing unit and the employee has gone on leave without approval is a worker. You need to focus on the following:
If the employee falls in the worker category...
If yes, when did he apply for the leave and what was the purpose of the leave? If he was listened to properly and his reason for taking the leave was genuine, meaning the purpose for which he took the leave required his utmost presence.
If yes, then if the production department did not recommend his leave, did he approach the welfare officer or the HR/Personnel department? If he has not contacted the personnel department and proceeded on leave without information, has the personnel department issued him a notice for unauthorized absence from duties, and should he be served a show-cause notice with an explanation required.
If the employee remains absent for more than 8 days and the explanation provided by him is not satisfactory, the factory manager should proceed with the termination of his services. However, please ensure that he was listened to properly and the reason for the leave was not genuine or does not justify his absence.
Furthermore, if the said employee is in the staff category, the above steps apply to him as well. But you must understand that such actions, on one hand, can set an example of discipline, but on the other hand, can lower motivation levels. Therefore, it is necessary that the genuineness of the case is thoroughly considered.
Also, keep in mind the attitude of the employee when he proceeded on leave without approval. If he showed adamancy, strict action should be taken to set an example for others. However, if it was genuinely urgent, a warning letter not to repeat such actions is more than enough.
Also, check the approach of his immediate senior to ensure such occurrences are not repeated.
From India, Coimbatore
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Dear Shekar,
Based on all the above opinions, I just want to say that personally you should speak to that employee, try to find out why he has taken a long leave. If his answer is satisfactory or if he has done this mistake for the first time, then you can take an apology letter from him and should warn him. You should also mention that if the above mistake occurs again, serious action will be taken against him.
Regards,
Kavita
From India, Bangalore
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Based on all the above opinions, I just want to say that personally you should speak to that employee, try to find out why he has taken a long leave. If his answer is satisfactory or if he has done this mistake for the first time, then you can take an apology letter from him and should warn him. You should also mention that if the above mistake occurs again, serious action will be taken against him.
Regards,
Kavita
From India, Bangalore
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Dear,
When the leave applied for is refused, one cannot abstain from duty. I have attached excerpts of our company's certified standing order. See the procedure for taking leave and also note clause 36 of "Misconduct" as per our standing order.
Probably, you might have one such standing order. You can issue a memo quoting the clause.
V. Balaji
From India, Madras
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When the leave applied for is refused, one cannot abstain from duty. I have attached excerpts of our company's certified standing order. See the procedure for taking leave and also note clause 36 of "Misconduct" as per our standing order.
Probably, you might have one such standing order. You can issue a memo quoting the clause.
V. Balaji
From India, Madras
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Hi there,
Okay, I agree with what the others have to say. In addition to that, you should also consider the procedures (disciplinary) set in your organization. Then, consider the reason he had to take the days off, which will enable you to decide on the right procedure to take. This could be a warning letter. However, if he is used to taking days off like this, treat the days as absences and deduct from his salary. Make sure you talk to this member of staff to understand his reasons for being absent; sometimes, a verbal warning might be sufficient.
Regards,
From Kenya, Nairobi
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Okay, I agree with what the others have to say. In addition to that, you should also consider the procedures (disciplinary) set in your organization. Then, consider the reason he had to take the days off, which will enable you to decide on the right procedure to take. This could be a warning letter. However, if he is used to taking days off like this, treat the days as absences and deduct from his salary. Make sure you talk to this member of staff to understand his reasons for being absent; sometimes, a verbal warning might be sufficient.
Regards,
From Kenya, Nairobi
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