Dear All Seniors,
Greetings for the Day!!!
I am working in BPO in Thane as HR Manager. I would like to know if any employee is taking excessive leaves ( Her PLs are exhausted and no Paid leaves in account ) but informing her Manager everyday that her father is not well so she will inform when she will resume to work, what action should be taken on her? in this month she has taken 18 days leaves. In our company Policies action to be taken for uninformed leaves is mentioned but what if employee is informing and taking excessive leaves which harms business and productivity of team.
Kindly guide.
From India, Mumbai
Greetings for the Day!!!
I am working in BPO in Thane as HR Manager. I would like to know if any employee is taking excessive leaves ( Her PLs are exhausted and no Paid leaves in account ) but informing her Manager everyday that her father is not well so she will inform when she will resume to work, what action should be taken on her? in this month she has taken 18 days leaves. In our company Policies action to be taken for uninformed leaves is mentioned but what if employee is informing and taking excessive leaves which harms business and productivity of team.
Kindly guide.
From India, Mumbai
If you are HR manager then what is your concern is there any financial loss to the company? You received any complaint from the relevant parties?
Did employee reporting authority/manager complained to you if yes then only come into picture. Employee Absenteeism is organization's problem not your HR Manager's personal problem.
From India, Pune
467Did employee reporting authority/manager complained to you if yes then only come into picture. Employee Absenteeism is organization's problem not your HR Manager's personal problem.
From India, Pune
Dear Prashantji,
Her absenteeism is affecting business and other Team members. Her Sales Manager complained about her absenteeism via mail but as she is informing and taking leaves I do not have any clause in policies for excessive informed leaves so need your guidance.
So please guide me what is to be done to control such leaves.
From India, Mumbai
Her absenteeism is affecting business and other Team members. Her Sales Manager complained about her absenteeism via mail but as she is informing and taking leaves I do not have any clause in policies for excessive informed leaves so need your guidance.
So please guide me what is to be done to control such leaves.
From India, Mumbai
I don’t know about your company but as per my experience, only Head of Department or Reporting Manager is having an authority to approve or disapprove the leave applications received from their team mates because they know better about their department work status, works in pipeline, work assigned to each other, etc.
If her Reporting Manager or Sales Manager observing that her absenteeism is affecting business and other Team members, he has all the rights to cancel her leave application and inform the same to HR.
Now as an HR it’s your duty to address the same to the concern employee. You must inform that employee, how work is affecting because of her absenteeism, just informing and going on leaves (18 days in month) is not a sign of productive employee and you can only go on a leave if it is approved by your Reporting manager. And if she still takes any unapproved leaves, you can take action against her.
You can start this practice. Give authority to HOD or Reporting Manager to approve leaves of their Team mates. You will not face such issues in future.
From India, Pune
If her Reporting Manager or Sales Manager observing that her absenteeism is affecting business and other Team members, he has all the rights to cancel her leave application and inform the same to HR.
Now as an HR it’s your duty to address the same to the concern employee. You must inform that employee, how work is affecting because of her absenteeism, just informing and going on leaves (18 days in month) is not a sign of productive employee and you can only go on a leave if it is approved by your Reporting manager. And if she still takes any unapproved leaves, you can take action against her.
You can start this practice. Give authority to HOD or Reporting Manager to approve leaves of their Team mates. You will not face such issues in future.
From India, Pune
Dear friend,
Employee discipline is the keystone for the smooth running of any organization. Of course rules of discipline are for people's sake and should not be impervious to situations beyond human control. At the same time complying with rules either for mere compliance sake or manipulative compliance can not be permitted for long as in the case described in the post. Of course no daughter can be indifferent to an ailing father. If she is the only member of the family to wait on him, what prevents her to assess the probable requirement of time and apply for long leave at a stretch accordingly? When the hardship created to the business of the organization in this regard was brought out to your notice already by the Sales Manager, it is quite unbecoming on your part as a HR Manager resorting to impractical interpretation of your leave rules. Whether informed formally or uninformed totally, no employee can claim leave as a matter of right just because of no wages/salary for such leave. It is the bounden duty of the Leave-sanctioning Authority to analyse the gravity of the situation and decide accordingly. Rules are just like hand posts on a road pointing the direction only.It is the traveler's visibility and common sense to negotiate the curves and possible pit-falls along the road. Better, inform her formally in writing that extension of leave in piece meal even on loss of pay can not be permitted and ask her to report for duty forthwith failing which appropriate disciplinary action would be taken against her for unauthorised absence from duty.
From India, Salem
Employee discipline is the keystone for the smooth running of any organization. Of course rules of discipline are for people's sake and should not be impervious to situations beyond human control. At the same time complying with rules either for mere compliance sake or manipulative compliance can not be permitted for long as in the case described in the post. Of course no daughter can be indifferent to an ailing father. If she is the only member of the family to wait on him, what prevents her to assess the probable requirement of time and apply for long leave at a stretch accordingly? When the hardship created to the business of the organization in this regard was brought out to your notice already by the Sales Manager, it is quite unbecoming on your part as a HR Manager resorting to impractical interpretation of your leave rules. Whether informed formally or uninformed totally, no employee can claim leave as a matter of right just because of no wages/salary for such leave. It is the bounden duty of the Leave-sanctioning Authority to analyse the gravity of the situation and decide accordingly. Rules are just like hand posts on a road pointing the direction only.It is the traveler's visibility and common sense to negotiate the curves and possible pit-falls along the road. Better, inform her formally in writing that extension of leave in piece meal even on loss of pay can not be permitted and ask her to report for duty forthwith failing which appropriate disciplinary action would be taken against her for unauthorised absence from duty.
From India, Salem
Dear friend,
Do your organisation have any manual of conduct or certified standing order and act accordingly. If no then
you can call the employee for an explanation for his/her unauthorised absent. He/she should be held responsible for loss and damage caused due to his/her absent from duty. He or she can be charged for no-performance. Employee may apply for leave but can be availed after sanctioned by the authority, considering the gravity of situation or by which day-to-day work of the establishment shall not get hamperred. Call the employee for counselling and made him/her understand that, the said behaviour of the employee may lead to termination.
From India, Mumbai
Do your organisation have any manual of conduct or certified standing order and act accordingly. If no then
you can call the employee for an explanation for his/her unauthorised absent. He/she should be held responsible for loss and damage caused due to his/her absent from duty. He or she can be charged for no-performance. Employee may apply for leave but can be availed after sanctioned by the authority, considering the gravity of situation or by which day-to-day work of the establishment shall not get hamperred. Call the employee for counselling and made him/her understand that, the said behaviour of the employee may lead to termination.
From India, Mumbai
A work environment, has its policies and procedures, which need be effectively followed by all, for the well being and growth of the organization.
It's entirely whimsical, for the case in review, that the employee just feels comfortable by informing the boss, and feels everything will fall in order. Nothing falls in order on its own!
As per employment terms and conditions, she would be well aware of her 'absenteeism status' and the management needs take the most stringent action against her.
If, however, there is something absolutely beyond the employee's control, the company's arbitrary committee can review the 'abnormal behavior" and then come up with a justifiable decision as to what action needs be taken
Arif ur Rehman
From Pakistan, Karachi
It's entirely whimsical, for the case in review, that the employee just feels comfortable by informing the boss, and feels everything will fall in order. Nothing falls in order on its own!
As per employment terms and conditions, she would be well aware of her 'absenteeism status' and the management needs take the most stringent action against her.
If, however, there is something absolutely beyond the employee's control, the company's arbitrary committee can review the 'abnormal behavior" and then come up with a justifiable decision as to what action needs be taken
Arif ur Rehman
From Pakistan, Karachi
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