Dear Friend,
First, Identify the root cause of the absenteeism. Try to educate them about their importance to the organisation. Call their families and advise them to send their spouse to the work regularly as otherwise the days will come to their family to stand on roads. In many company this has worked.
Regarding the disciplinary matters - first serve them with the advise letter based on the clauses of your standing order/rules. If the habit continues, serve them with the show cause notice, call for explanation, serve a warning letter. Build up records. At the end of the year all put together charge sheet them and conduct an impartial enquiry adhearing to the principles of natural justice. A small punishment such as demotion to lower grade may change their attitude.
For regular habitual absentees, you have to build the records. 2- 3 enquiries have to be conducted. If the absenteeism is more serious - say for than 1/3 of the working days in an year, if management takes a firm stand, after a due enquiry can dismiss such employees. Now a days, courts are also upholding the orders of the management in terminating the services of habitual absentees. It all depends how you handles each cases on merit.
Hope this will give you some useful ideas in dealing with habitual absentees
G.K.Manjunath
Sr. Manager-HR
From India, Bangalore
51First, Identify the root cause of the absenteeism. Try to educate them about their importance to the organisation. Call their families and advise them to send their spouse to the work regularly as otherwise the days will come to their family to stand on roads. In many company this has worked.
Regarding the disciplinary matters - first serve them with the advise letter based on the clauses of your standing order/rules. If the habit continues, serve them with the show cause notice, call for explanation, serve a warning letter. Build up records. At the end of the year all put together charge sheet them and conduct an impartial enquiry adhearing to the principles of natural justice. A small punishment such as demotion to lower grade may change their attitude.
For regular habitual absentees, you have to build the records. 2- 3 enquiries have to be conducted. If the absenteeism is more serious - say for than 1/3 of the working days in an year, if management takes a firm stand, after a due enquiry can dismiss such employees. Now a days, courts are also upholding the orders of the management in terminating the services of habitual absentees. It all depends how you handles each cases on merit.
Hope this will give you some useful ideas in dealing with habitual absentees
G.K.Manjunath
Sr. Manager-HR
From India, Bangalore
I agree with Derek Gomes. what he says is right . First of all Giving a verbal warning is right and pay for only working days. Take the necessary action after the verbal warning.
From India, Vijayawada
From India, Vijayawada
Hi,
Start attendance bonus system for the employee who are present for more than 26 days and cut discipliunary amount who are absent more than 5 days but before taking decision discuss with union and mgt
Regards
Dilip
From India, Pune
Start attendance bonus system for the employee who are present for more than 26 days and cut discipliunary amount who are absent more than 5 days but before taking decision discuss with union and mgt
Regards
Dilip
From India, Pune
Good one Dilip......................but take note on what type of absenteeism or do you have a annual leave thingy.
Annual Leave : 7 days
Medical Leave: 7 days ( Must show proof)
Child Leave: 7 days (Must show proof)
If they use up the above leave, the company has the right to deduct pay accordingly.
Those who do not use the leave, they get additional 1 day (max of 14 days) for every year and a bonus pay out.
From Singapore, Singapore
Annual Leave : 7 days
Medical Leave: 7 days ( Must show proof)
Child Leave: 7 days (Must show proof)
If they use up the above leave, the company has the right to deduct pay accordingly.
Those who do not use the leave, they get additional 1 day (max of 14 days) for every year and a bonus pay out.
From Singapore, Singapore
Being absent on duties without any reason cannot be justified at all, I think a disciplinary action must be taken against them by Suspension Pending Enquiry.
To be Unionized member does not mean that you can supress the Management at your will. And even they the habitually absent are aware of the fact, as it is part of SO.
Such indiscipline if not curbed at the appropriate time, will give rise to other indisciplines from them.
Regards,
Maroof
From India, Aurangabad
To be Unionized member does not mean that you can supress the Management at your will. And even they the habitually absent are aware of the fact, as it is part of SO.
Such indiscipline if not curbed at the appropriate time, will give rise to other indisciplines from them.
Regards,
Maroof
From India, Aurangabad
It has now become a normal practice among workers to be absent without permission and use those days to work elsewhere to earn more. Please check on this. If this is a case of dual employment you can initiate disciplinary action and then terminate also
You can initiate disciplinary action on any one or two persons who are chronic absentees. like persons who have been absent for more than 20 days in a month, consecutively for the past 3 months or so. Do not take action against all. This will only create a mob of restless workers who will flock together against the management and make a nasty scene. Always initiate action against small groups.
You can come down to workers who have been on unauthorised absence for 15 days and above later on. Moving in this manner has always helped me
Fredrick Castro
From India, Madras
You can initiate disciplinary action on any one or two persons who are chronic absentees. like persons who have been absent for more than 20 days in a month, consecutively for the past 3 months or so. Do not take action against all. This will only create a mob of restless workers who will flock together against the management and make a nasty scene. Always initiate action against small groups.
You can come down to workers who have been on unauthorised absence for 15 days and above later on. Moving in this manner has always helped me
Fredrick Castro
From India, Madras
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Termination-emp loyment_563.pdf
Termination letter.doc