the question is not leaves...
people are on the lookout for a better option and are leaving.
so delve deep, look for reasons of dissatisfaction..
am sure you would be aware of COPC guidleines: well unscheduled leaves need to be controlled.
but the problem is if an employee is leaving, a leave policy cant control him...
WORST part is wrongly devised/ harsh leave policy may affect people who are not leaving....
surya
From India, Delhi
41people are on the lookout for a better option and are leaving.
so delve deep, look for reasons of dissatisfaction..
am sure you would be aware of COPC guidleines: well unscheduled leaves need to be controlled.
but the problem is if an employee is leaving, a leave policy cant control him...
WORST part is wrongly devised/ harsh leave policy may affect people who are not leaving....
surya
From India, Delhi
Dear Gunjan,
In this case, you can black list the candidate and take some legal actions like publishing in the news paper or media that this is person has done this type of things...and has been black listed.....
Thanks
Tapan
9893920032
From India, Indore
In this case, you can black list the candidate and take some legal actions like publishing in the news paper or media that this is person has done this type of things...and has been black listed.....
Thanks
Tapan
9893920032
From India, Indore
Hi Gunjan,
Normally what you can do is
--No Paid leaves in Probation Period.
--Divide the no of paid leaves for the year and as the employee is putting time in the company mor leaves would be coming in his/her account
Ex 1.5 leaves a month, Say (Year from April to March)
So in April he cant take more than 1.5 leaves ,more than these could be Unpaid leaves.
If there are any incentives or rewards with Operations,you can give it in
every three months.
So one will be cautious.
Regards,
Tikam Singh-Pune
09823509139
leaves up
From India, Pune
Normally what you can do is
--No Paid leaves in Probation Period.
--Divide the no of paid leaves for the year and as the employee is putting time in the company mor leaves would be coming in his/her account
Ex 1.5 leaves a month, Say (Year from April to March)
So in April he cant take more than 1.5 leaves ,more than these could be Unpaid leaves.
If there are any incentives or rewards with Operations,you can give it in
every three months.
So one will be cautious.
Regards,
Tikam Singh-Pune
09823509139
leaves up
From India, Pune
register a compaint at Police Station....threat the employee to recover money...i do that...though i have not yet gone to police station but i keep threatening them.
From India, Bangalore
From India, Bangalore
Hi Gunjan,
The following steps may assist you:-
1. have a clause in the appt letter that if you take unauthorised leaves say more than 10 days is liable to be dismissed.
2.If a person quits say on 2nd of the month after taking salary on 31st of the month- then here you can do the following things:-
a. Compensation components review : Annuals like LTA to be paid on annually and medical reimbursement on a pro-rata basis.
b. adjust EL/PL against the F&F settlement.
c. Variable/bonus amount payable after a year's of service.
Regards,
Rajat
From India, Pune
The following steps may assist you:-
1. have a clause in the appt letter that if you take unauthorised leaves say more than 10 days is liable to be dismissed.
2.If a person quits say on 2nd of the month after taking salary on 31st of the month- then here you can do the following things:-
a. Compensation components review : Annuals like LTA to be paid on annually and medical reimbursement on a pro-rata basis.
b. adjust EL/PL against the F&F settlement.
c. Variable/bonus amount payable after a year's of service.
Regards,
Rajat
From India, Pune
:lol: Hi Gunjan,
As we all of us know that the Attrition rate of all organisation soaring up very high recently due to oppertunity available in the market and other organisation ask the candidate to join at the earliest possible , so, they opt intensionally or unintensionally thinking as a better oppertunity and should not miss it OUT.
But according to my personal experience i could say LOOK AT THE BEHAVIOUR OF HIS /HER IMMIDIATE BOSS/MANAGER/SENIOR. It is a long term process and some time need to take harse decission against them. it really help in the long run. As a HR personnel try to built personnel interaction with them on a very regular basis till the crisis get over. Give assurance of SECURITY and praise for long term relationship with the organisation and getting along with OLD Employees of the Organisation. Describe the Ethical Values of the Organisation.
SIMPLY making any amendment in LEAVE POLICY will make hell of a difference.
I feel this may help you.....overcomming the recent problem.
Regards
Anubrat Das (O9810123314- email:
)
AM-Corporate HR
Hindustan Syringes & Medical Devices Ltd,Faridabad
From India, Gurgaon
As we all of us know that the Attrition rate of all organisation soaring up very high recently due to oppertunity available in the market and other organisation ask the candidate to join at the earliest possible , so, they opt intensionally or unintensionally thinking as a better oppertunity and should not miss it OUT.
But according to my personal experience i could say LOOK AT THE BEHAVIOUR OF HIS /HER IMMIDIATE BOSS/MANAGER/SENIOR. It is a long term process and some time need to take harse decission against them. it really help in the long run. As a HR personnel try to built personnel interaction with them on a very regular basis till the crisis get over. Give assurance of SECURITY and praise for long term relationship with the organisation and getting along with OLD Employees of the Organisation. Describe the Ethical Values of the Organisation.
SIMPLY making any amendment in LEAVE POLICY will make hell of a difference.
I feel this may help you.....overcomming the recent problem.
Regards
Anubrat Das (O9810123314- email:
AM-Corporate HR
Hindustan Syringes & Medical Devices Ltd,Faridabad
From India, Gurgaon
Dear Gunjan
It is not exactly the problem with company's leave policy it is more towards employees' satisfaction level and motivation.
Going harsh and more punitive would only result in increased dissatisfaction among employees. Some motivational activities if applied may work. But such a high employee turnover is alarming and to be taken care immediately.
First you should resort to Employee Satisfaction Survey and try to understand the reasons of dissatisfaction, You may also use informal means to gather information. Analyse the reasons and take appropriate action.
Thanks & regards
Anshu
From India, Jamshedpur
It is not exactly the problem with company's leave policy it is more towards employees' satisfaction level and motivation.
Going harsh and more punitive would only result in increased dissatisfaction among employees. Some motivational activities if applied may work. But such a high employee turnover is alarming and to be taken care immediately.
First you should resort to Employee Satisfaction Survey and try to understand the reasons of dissatisfaction, You may also use informal means to gather information. Analyse the reasons and take appropriate action.
Thanks & regards
Anshu
From India, Jamshedpur
Hi,
u can stop his/her full and final settlement. Because if he/she wants to join another copmany, they have to submit all documents related to previous company's releiving letter. So without them noone can join new copmany. as ur mailed information u can deduct lta amount and medical amount which are mentioned in offer letter.
u can stop his/her full and final settlement. Because if he/she wants to join another copmany, they have to submit all documents related to previous company's releiving letter. So without them noone can join new copmany. as ur mailed information u can deduct lta amount and medical amount which are mentioned in offer letter.
Hi Gunjan :
The attrition is pretty high currently especially in IT/ITES companies. There are various mechanisms to curb them by applying various retention strategies but the point is how to curb problems arising out of employees exiting without notice.
You need to revisit your exit policy/process and add some more stringent norms for exits without notice.
WHile it may be easy for an employee to exit without notice but it definately will have long term repurcusions for him/her which needs to be communicated effectively.
- Today many companies are getting background verification done and the employee needs to be wary about the feedback which will be passed on by the ex-employers if he does not take a clean exit
- Introduce notice period for quitting
- In cases where the employees exhausts his leaves + takes his monthly salary and quits. Do not issue a reliving and experience letter.
- For critical positions, you can have an agreement system with specific terms and conditions about exit.
- To create more sense of belongingness in the organisation introduce engagement initiatives, rewards & recognition benefits which would be employee friendly
Well the above can help to reduce the exits without notice but may not zero down completely.
Hope the above helps.
Regards,
Asha
From India, Mumbai
The attrition is pretty high currently especially in IT/ITES companies. There are various mechanisms to curb them by applying various retention strategies but the point is how to curb problems arising out of employees exiting without notice.
You need to revisit your exit policy/process and add some more stringent norms for exits without notice.
WHile it may be easy for an employee to exit without notice but it definately will have long term repurcusions for him/her which needs to be communicated effectively.
- Today many companies are getting background verification done and the employee needs to be wary about the feedback which will be passed on by the ex-employers if he does not take a clean exit
- Introduce notice period for quitting
- In cases where the employees exhausts his leaves + takes his monthly salary and quits. Do not issue a reliving and experience letter.
- For critical positions, you can have an agreement system with specific terms and conditions about exit.
- To create more sense of belongingness in the organisation introduce engagement initiatives, rewards & recognition benefits which would be employee friendly
Well the above can help to reduce the exits without notice but may not zero down completely.
Hope the above helps.
Regards,
Asha
From India, Mumbai
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