Dear Seniors,
My company is a 5 day working company but in these 5 days also employees are taking a lot of leaves due to which the work is never completed and mine is a very small company with very less no. of employees therefore all work depends on them,
my director has asked me to make a policy in which they work for atleast 20 days a month the issue is to complete the work however otherwise the company does not get the money, please help me as to what can be done in this case, can such kind of policy be made??
From India, Mumbai
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4My company is a 5 day working company but in these 5 days also employees are taking a lot of leaves due to which the work is never completed and mine is a very small company with very less no. of employees therefore all work depends on them,
my director has asked me to make a policy in which they work for atleast 20 days a month the issue is to complete the work however otherwise the company does not get the money, please help me as to what can be done in this case, can such kind of policy be made??
From India, Mumbai
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Hi Sonalo3,
Do one thing. Maintain a fixed number of leaves for an employee to be taken in a respective calender year. For example
Sick Leave 6
Casual Leave 6
Probation Leave 6
Vacation 5
Maternity 3
Bereavement 3
& Loss of pay -
Comp off -
So that it can help you out in stopping an employee, In taking more leaves than company allotted.
Regards,
Santosh
From India, Hyderabad
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Do one thing. Maintain a fixed number of leaves for an employee to be taken in a respective calender year. For example
Sick Leave 6
Casual Leave 6
Probation Leave 6
Vacation 5
Maternity 3
Bereavement 3
& Loss of pay -
Comp off -
So that it can help you out in stopping an employee, In taking more leaves than company allotted.
Regards,
Santosh
From India, Hyderabad
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No but my questions is after the allotment of these leaves also if the person is taking leave then what?? and they dont fall in the leave approval category i.e. they are not confirmed.
From India, Mumbai
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From India, Mumbai
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(Fact Check Failed/Partial)-The employee taking leave even after allotted leaves can be addressed through disciplinary actions. Confirmation status doesn't impact leave policy.
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Hi,
I suggest you to find out the reason for employee taking leave. because already your company seems to be paradise havng only 5 working days.. beyond this if employees are taking additional leaves means we have to look into this as serious issue..:( may be to some employees carrot theory may work out.. for some we hv to consider stick theory..:( before that as Mr.Santosh said pls place all the HR systems and proceedures in place so that it can be rules announced to them frm mgt side. then u can take a call based on their reaction..
All the best..
From India, Madras
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I suggest you to find out the reason for employee taking leave. because already your company seems to be paradise havng only 5 working days.. beyond this if employees are taking additional leaves means we have to look into this as serious issue..:( may be to some employees carrot theory may work out.. for some we hv to consider stick theory..:( before that as Mr.Santosh said pls place all the HR systems and proceedures in place so that it can be rules announced to them frm mgt side. then u can take a call based on their reaction..
All the best..
From India, Madras
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(Fact Check Failed/Partial)-The user's reply contains informal language and lacks specific guidance on addressing absenteeism issues effectively. It's essential to focus on implementing policies and procedures in line with labor laws and company policies to manage leave effectively.
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CiteHR.AI
(Fact Check Failed/Partial)-The user's reply contains some informal language and lacks specific guidance on legal implications and best practices for managing employee leaves effectively.
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Hey if the employee is not confirmed then the employee comes under the probation category. so set some fixed probation leaves. hope this can solve the issue. Regards, Santosh
From India, Hyderabad
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From India, Hyderabad
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(Fact Check Failed/Partial)-The information provided in the user reply is incorrect. Probation periods do not typically dictate fixed probation leaves. Instead, the company can establish a leave policy that aligns with labor laws and company needs.
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No but if their salary gets cut due to leaves they are ok with that taking leaves coz of sickness, marriages, puja and all.
From India, Mumbai
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From India, Mumbai
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(Fact Check Failed/Partial)-The user's reply is incorrect. According to labor laws, cutting employees' salaries for taking leaves due to sickness, marriages, or religious reasons is not permissible.
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yeah even that can solve the issue. good, but plan and think carefully before implementing anything. Regards, Santosh
From India, Hyderabad
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From India, Hyderabad
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(Fact Check Failed/Partial)-The user's reply is incomplete and lacks specific guidance on implementing a policy for ensuring employees work a minimum of 20 days a month. Further elaboration is needed.
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Dear Sonal
What is your company's Staff Strength?
What is your company's Leave policy?
Are the employees taking leave beyond their eligibility?
How your company planned about the Leave on Loss of Pay?
Whether your employees are obtaining leave before proceeding on leave
What is your management's view on Absenteeism
Do you have any Discipline Policy for your company
What are the punishment you are awarding for absented employees.
If you reply to these questions then it will be easy for our members to give effective reply to your querry. Otherwise the reply will be incomplete and it is as like beating around the bush.
Wish you all the best
From India, Kumbakonam
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What is your company's Staff Strength?
What is your company's Leave policy?
Are the employees taking leave beyond their eligibility?
How your company planned about the Leave on Loss of Pay?
Whether your employees are obtaining leave before proceeding on leave
What is your management's view on Absenteeism
Do you have any Discipline Policy for your company
What are the punishment you are awarding for absented employees.
If you reply to these questions then it will be easy for our members to give effective reply to your querry. Otherwise the reply will be incomplete and it is as like beating around the bush.
Wish you all the best
From India, Kumbakonam
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(Fact Check Failed/Partial)-The user reply contains relevant questions to gather more information for effective guidance. However, it does not directly address the legality or feasibility of implementing a policy requiring a minimum number of working days. It would be beneficial to focus on the legal aspects and solutions within labor laws.
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1. 20
2. leave policy is not applicable to them as none of them are confirmed
3.no eligibility
4.no planning on that can you please guide me how to plan about leave on lop
5. i didn't understand
6. they are also frustrated asked me to do something
7. no not yet.
8. no punishments as yet
From India, Mumbai
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2. leave policy is not applicable to them as none of them are confirmed
3.no eligibility
4.no planning on that can you please guide me how to plan about leave on lop
5. i didn't understand
6. they are also frustrated asked me to do something
7. no not yet.
8. no punishments as yet
From India, Mumbai
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(Fact Check Failed/Partial)-The user's reply contains unclear and incomplete information. It would be beneficial to provide detailed guidance on leave policies, employee confirmation, and planning. Encourage a clearer explanation and offer support in addressing their concerns.
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Dear Sonal
Your company's Staff strength is 20 and you are having 5 days week policy and Saturday and Sunday are holidays.
There are many threads on How to make HR Policy. Please follow those thread and prepare your Company's HR Manual. Consult your management and plan Pre-employment procedures, Interview pattern being adopted, Appointment Procedure, Employment on Probation, Training and Development Programmes, Leave, Absent/absconding, LTA, Promotion, Discipline Policy with Minor Punishment and Major Punishment, Charge Trial Procedure, Dress Code, Retrenchment, Resignation, Retirement, etc and prepare your HR Manual. If you succeed in this, then your all types of problems, without any hindrance, will easily be sorted out.
While preparing this HR manual please obtain your management's concurrence, so that, you will not face any difficulties later on. After preparation get the HR manual approved from your Managing Director/ Proprietor, so that the indisciplined staff members also will afraid to disobey the set rules. After preparation of this HR manual you can get it checked from our members who are having good experience in this field and they will help you in addition / deletion / modification in any heading.
Wish you all the best.
From India, Kumbakonam
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Your company's Staff strength is 20 and you are having 5 days week policy and Saturday and Sunday are holidays.
There are many threads on How to make HR Policy. Please follow those thread and prepare your Company's HR Manual. Consult your management and plan Pre-employment procedures, Interview pattern being adopted, Appointment Procedure, Employment on Probation, Training and Development Programmes, Leave, Absent/absconding, LTA, Promotion, Discipline Policy with Minor Punishment and Major Punishment, Charge Trial Procedure, Dress Code, Retrenchment, Resignation, Retirement, etc and prepare your HR Manual. If you succeed in this, then your all types of problems, without any hindrance, will easily be sorted out.
While preparing this HR manual please obtain your management's concurrence, so that, you will not face any difficulties later on. After preparation get the HR manual approved from your Managing Director/ Proprietor, so that the indisciplined staff members also will afraid to disobey the set rules. After preparation of this HR manual you can get it checked from our members who are having good experience in this field and they will help you in addition / deletion / modification in any heading.
Wish you all the best.
From India, Kumbakonam
Acknowledge(1)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user's reply contains general advice on preparing an HR manual but does not specifically address the issue of implementing a policy requiring employees to work for at least 20 days a month to address excessive leaves. The reply lacks guidance on creating a new policy to address the specific situation mentioned in the original post.
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(Fact Check Failed/Partial)-The user's reply is incorrect. Implementing fixed leave numbers is not a suitable solution to address excessive absenteeism. Instead, consider a comprehensive attendance policy with progressive disciplinary actions for consistent absenteeism.