Dear All,
As per UAE labour law, the employees are entitled for 30 days paid Annual leave if their service exceeds one year.
Ours is an interior design company and 85% of the workforce are blue collar employees. My problem is whenever these employees go on their annual vacation, very rarely a employee sticks to the authorized leave as agreed on leave form. Everyone takes their own time to return.How to stop this,is Rewarding (For coming on time) or Penalizing (For being late) a solution. Kindly advice.
From United Arab Emirates, Dubai
2As per UAE labour law, the employees are entitled for 30 days paid Annual leave if their service exceeds one year.
Ours is an interior design company and 85% of the workforce are blue collar employees. My problem is whenever these employees go on their annual vacation, very rarely a employee sticks to the authorized leave as agreed on leave form. Everyone takes their own time to return.How to stop this,is Rewarding (For coming on time) or Penalizing (For being late) a solution. Kindly advice.
From United Arab Emirates, Dubai
Hello Disney,
I guess it has to be a COMBINATION of BOTH choices--reward & penalty.
Either one--alone--usually leads to other consequences/situations--sort of opening the scope for fresh problems while solving one problem.
And NOT all rewards or penalties need to be necessarily financial.
Rgds,
TS
From India, Hyderabad
I guess it has to be a COMBINATION of BOTH choices--reward & penalty.
Either one--alone--usually leads to other consequences/situations--sort of opening the scope for fresh problems while solving one problem.
And NOT all rewards or penalties need to be necessarily financial.
Rgds,
TS
From India, Hyderabad
As Mr.TS adviced we can do both reward and penalty approach.
Like we may arrange after vacation welcome gathering function atleast with in their own department.This function date also scheduled and announced to employee when he got leave approved.This Function is an inducing factor to them to plan their return.
You may plan 35th or 36th day and practice small momento present for his one year completion.
Its my idea and i expect experts to add value in this regard.
Thanks
Pons
From India, Madras
I was working for a big construction company in Oman, with around 20,000 expatriates on rolls and I was the Manager of Expatriate affairs. We used to book to and fro tickets for employees in worker category. If the worker category employee does not return as per the leave schedule, we used to immediately send a letter to the address on record, put it in the personal file; cancel the return ticket and close the employee's file. It worked. Employees atleast used to communicate incase they postpone the travel :)
From Oman, Muscat
From Oman, Muscat
Dear Ravi,
Thank you for responding.
In my last company,we used to book the tickets and employees used to return on time.
To handle this ticketing system, we need to have a dedicated person,which the company is not willing to have.Here we have totally 90 employees and the company's policy is to pay ticket money by cash.So all the problem.
You are aware on Middle East working,so kindly advice.
Best Regards
Disney
From United Arab Emirates, Dubai
Thank you for responding.
In my last company,we used to book the tickets and employees used to return on time.
To handle this ticketing system, we need to have a dedicated person,which the company is not willing to have.Here we have totally 90 employees and the company's policy is to pay ticket money by cash.So all the problem.
You are aware on Middle East working,so kindly advice.
Best Regards
Disney
From United Arab Emirates, Dubai
Hello Disney,
No need to go for rewardng process.
you should make a policy like if any employee have any LOP's(Loss Of Pay) his increment for the
next year would be decreased 5% from Actual increment.
Better to go for LOP's if any employee is not reported intime. it is helpful to employer side you can reduce the cost from monthly salaries. and you can create a awareness of effect of LOP's.
From India, Visakhapatnam
No need to go for rewardng process.
you should make a policy like if any employee have any LOP's(Loss Of Pay) his increment for the
next year would be decreased 5% from Actual increment.
Better to go for LOP's if any employee is not reported intime. it is helpful to employer side you can reduce the cost from monthly salaries. and you can create a awareness of effect of LOP's.
From India, Visakhapatnam
Hi Disney,
Prepare Leaves and Vacation Policy for your company.
The employee who fails to return to his work on the scheduled date after vacation, shall be considered absent without permission.
Employee should notify his Manager and HR in written (by email/fax) with the reason of the delay and his excepted date of return.
Upon employee returns to his work, if the company does not accept his reason for the late return or he failed notifying his Manager and HR of his delay, the absence days will be treated as absence without permission and the employee will subject to the prevision of the company’s Violation and Penalties Schedule.
Regards
From Saudi Arabia, Riyadh
Prepare Leaves and Vacation Policy for your company.
The employee who fails to return to his work on the scheduled date after vacation, shall be considered absent without permission.
Employee should notify his Manager and HR in written (by email/fax) with the reason of the delay and his excepted date of return.
Upon employee returns to his work, if the company does not accept his reason for the late return or he failed notifying his Manager and HR of his delay, the absence days will be treated as absence without permission and the employee will subject to the prevision of the company’s Violation and Penalties Schedule.
Regards
From Saudi Arabia, Riyadh
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Sumary of Annual Leave--Sample.x ls
Approval of Annual Leave.docx