as my point of view ,
As a HR person I will make his/her Absent for that particular day. and send a Office Memo of indiscipline against company policy to employee. As an employee he/she is very well known that nos. of absenteeism and office memo will show negative effect in his/her annual employee performance ratting , Promotion & Increments.
above is basic action it can be applicable for those company where Maas people are working.
we can see this mater in another way as we got a healthy reason for taking leave without permission ( Like bed health ,seek leave, in case of emergency, etc.) from HOD/HR than we may consider that leave as a SL / LWP.(after all as a HR people we have to maintain the moral of Employees too)
Thanks....
Mr.Vanrajsinh Jadeja
Sr.Executive - HR
From India, Rajkot
As a HR person I will make his/her Absent for that particular day. and send a Office Memo of indiscipline against company policy to employee. As an employee he/she is very well known that nos. of absenteeism and office memo will show negative effect in his/her annual employee performance ratting , Promotion & Increments.
above is basic action it can be applicable for those company where Maas people are working.
we can see this mater in another way as we got a healthy reason for taking leave without permission ( Like bed health ,seek leave, in case of emergency, etc.) from HOD/HR than we may consider that leave as a SL / LWP.(after all as a HR people we have to maintain the moral of Employees too)
Thanks....
Mr.Vanrajsinh Jadeja
Sr.Executive - HR
From India, Rajkot
Hi
Absence without intimation is generally considered as unauthorised. This type of incident requires to be analysed and addressed from more angles than one :
1. FIRST - FACTS - HR to investigate and check if this was deliberate or an emergency/exigency of the concerned employee viz serious health issues to self or family members.
2. SECOND - POLICY -Does your company have a stated HR policy on how it would deal with such unauthorised absences. For e.g. some companies, if there are 3 instances of unauthorised absence may then invoke this policy and terminate the said employee. The intent is that all employees are made aware of consequences through your policy document for various acts of indiscipline. Unauthorised absence being one such event.
3. THIRD - BUSINESS - HR to discuss with the concerned dept head of the said employee to assess the impact of absence on the business in terms of client work being affected, The time and cost of replacement similar competencies. This may influence your strategy on the concerned employee.
4. FOURTH - LAW - You may like to check if there is any regulation that governs the disciplinary action and the process for doing so. For e.g is any Employment Standing order applicable to your Unit and if so, what does the standing order state regarding taking disciplinary action must be looked into.
5. FIFTH - MONEY - Generally it is advisable to treat unauthorised absence as LOP (loss of Pay) so that the employee loses some money for his acts of indiscipline.
warm regards
Sudev Rao
From India, Bangalore
5Absence without intimation is generally considered as unauthorised. This type of incident requires to be analysed and addressed from more angles than one :
1. FIRST - FACTS - HR to investigate and check if this was deliberate or an emergency/exigency of the concerned employee viz serious health issues to self or family members.
2. SECOND - POLICY -Does your company have a stated HR policy on how it would deal with such unauthorised absences. For e.g. some companies, if there are 3 instances of unauthorised absence may then invoke this policy and terminate the said employee. The intent is that all employees are made aware of consequences through your policy document for various acts of indiscipline. Unauthorised absence being one such event.
3. THIRD - BUSINESS - HR to discuss with the concerned dept head of the said employee to assess the impact of absence on the business in terms of client work being affected, The time and cost of replacement similar competencies. This may influence your strategy on the concerned employee.
4. FOURTH - LAW - You may like to check if there is any regulation that governs the disciplinary action and the process for doing so. For e.g is any Employment Standing order applicable to your Unit and if so, what does the standing order state regarding taking disciplinary action must be looked into.
5. FIFTH - MONEY - Generally it is advisable to treat unauthorised absence as LOP (loss of Pay) so that the employee loses some money for his acts of indiscipline.
warm regards
Sudev Rao
From India, Bangalore
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