Dear Niket,
I am finding it difficult to restrain my laughter at the query posted by you. A gentleman, in any case, whether he or she is an officer or subordinate, absence without prior information is a grave misconduct. It is not acceptable except in cases of unforeseen incidents like an accident or nature's call. It is very childish to mention that loose motion bouts have prompted one to remain absent. In any organization, there is a system of communication, and today's world is only flourishing because of advancements in the communication system.
Leaving a station without information is indeed misconduct.
RP Singh
From India, Bangalore
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2I am finding it difficult to restrain my laughter at the query posted by you. A gentleman, in any case, whether he or she is an officer or subordinate, absence without prior information is a grave misconduct. It is not acceptable except in cases of unforeseen incidents like an accident or nature's call. It is very childish to mention that loose motion bouts have prompted one to remain absent. In any organization, there is a system of communication, and today's world is only flourishing because of advancements in the communication system.
Leaving a station without information is indeed misconduct.
RP Singh
From India, Bangalore
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Hi all,
Misconduct is not something that can change according to people's minds. It should be clearly written down. For non-management employees/workers, the same is clearly mentioned in Standing Orders, and for management employees, there are the Conduct Discipline and Appeal rules.
Any act on the part of the employee as mentioned in the above rules is misconduct and is likely to attract a charge sheet, and the employee shall undergo disciplinary action. He can explain the reasons for leaving the town during the inquiry proceedings. However, if the same is not mentioned in these books, it cannot be considered misconduct, and there can be no action against such employees. We have had a lot of court cases in this regard whereby courts have reinstated terminated employees because the charged misconduct was not present in the CDA rules. Courts have said that those were cases of victimization of the employee.
Moreover, it is the professionalism on the part of the organization to mention what is expected of an employee and what is not. If the organization has failed to convey to its employees that some action is misconduct, why should it punish the poor employee for that.
From India, Mumbai
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Misconduct is not something that can change according to people's minds. It should be clearly written down. For non-management employees/workers, the same is clearly mentioned in Standing Orders, and for management employees, there are the Conduct Discipline and Appeal rules.
Any act on the part of the employee as mentioned in the above rules is misconduct and is likely to attract a charge sheet, and the employee shall undergo disciplinary action. He can explain the reasons for leaving the town during the inquiry proceedings. However, if the same is not mentioned in these books, it cannot be considered misconduct, and there can be no action against such employees. We have had a lot of court cases in this regard whereby courts have reinstated terminated employees because the charged misconduct was not present in the CDA rules. Courts have said that those were cases of victimization of the employee.
Moreover, it is the professionalism on the part of the organization to mention what is expected of an employee and what is not. If the organization has failed to convey to its employees that some action is misconduct, why should it punish the poor employee for that.
From India, Mumbai
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One should remember that leave is not a matter of right. You need to take prior permission from the concerned superior before leaving the station. Otherwise, convey the message over the phone if meeting in person is not possible due to urgency. As per the company policy, leaving without permission amounts to misconduct and non-compliance with any company standing orders. Disciplinary action may be initiated against the employee.
N. V. R. Naidu
From India, Hyderabad
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N. V. R. Naidu
From India, Hyderabad
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If it is a sick leave it may consider but other than that disciplinary act should taken on them.
From India, Hyderabad
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From India, Hyderabad
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Dear All,
In my opinion, it is misconduct, but it definitely depends on the nature of work. We can say that in a manufacturing unit, it is a significant misconduct. Elsewhere, it may not be as severe, but every person should inform the concerned individual about it. This way, no one else will suffer.
Regards,
Bhavesh Upadhyay
From India, Mumbai
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In my opinion, it is misconduct, but it definitely depends on the nature of work. We can say that in a manufacturing unit, it is a significant misconduct. Elsewhere, it may not be as severe, but every person should inform the concerned individual about it. This way, no one else will suffer.
Regards,
Bhavesh Upadhyay
From India, Mumbai
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Form 19 (Claiming EFP while leaving org.).pdf