Hi
While framing the leave policy, how the tone of statement should be? whether it should be in a soft manner or can we directly mention about disciplinary procedures as well if there is any violation in the rules..Kindly advice
From India, Chennai
2While framing the leave policy, how the tone of statement should be? whether it should be in a soft manner or can we directly mention about disciplinary procedures as well if there is any violation in the rules..Kindly advice
From India, Chennai
Mekala S: The tone has to be specific. Disciplinary procedures are not written harshly, but perceived to be harsh so I would recommend you not worry about the tone, but the specific clauses and conditions leading to such procedures. The other contributors here, after me, will all recommend we use caution, etc but I am going to stick my neck out here and state that if the HR manual is unequivocal, the employee will largely stick to the policy/procedure
From India, Mumbai
From India, Mumbai
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Hi thank you for your reply
I would like to give few examples here to find out whether it is okay
Leave cannot be claimed as a matter of right and it is sanctioned at the discretion of the Reporting Authority / Management . The Management can refuse to grant leave, at any time, according to the exigencies of organizational work.
Ordinarily no employee shall absent himself or herself from work unless leave is sanctioned. Employees remaining absent without authorization shall be subject to disciplinary action.
From India, Chennai
Hi thank you for your reply
I would like to give few examples here to find out whether it is okay
Leave cannot be claimed as a matter of right and it is sanctioned at the discretion of the Reporting Authority / Management . The Management can refuse to grant leave, at any time, according to the exigencies of organizational work.
Ordinarily no employee shall absent himself or herself from work unless leave is sanctioned. Employees remaining absent without authorization shall be subject to disciplinary action.
From India, Chennai
Leave is a matter of right - sanctioning leave is at the discretion of the Reporting Authority / Management.
And employees remaining absent , irrespective of authorization, can be subject to disciplinary action including termination.
Why don't you look for an HR manual hereabouts and then use that as a basis for tweaking your organizations policy?
From India, Mumbai
And employees remaining absent , irrespective of authorization, can be subject to disciplinary action including termination.
Why don't you look for an HR manual hereabouts and then use that as a basis for tweaking your organizations policy?
From India, Mumbai
If your worry is about the last line, i think its absolute correct to put that in the policy. The fact that the violation is a serious matter warranting disciplinary action should be clearly stated.
From India, Mumbai
From India, Mumbai
There is no need of mentioning disciplinary actions if the standing orders act is applicable to your org. This act takes care of unauthorised absenteeism, and can't be circumvented. As far as possible, procedure manual should be devoid of any negative inclusions.
Shrikant Prabhudesai
shrikant_pra@yahoo.com
From India, Mumbai
Shrikant Prabhudesai
shrikant_pra@yahoo.com
From India, Mumbai
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