Hi there,
An employee took leave without informing management. What action should be taken against that employee?
Looking forward to suggestions.
Thanks & Regards,
Anjali
HR Manager
Alexa Global Soft Tech Pvt Ltd
Ph: 0522 4081913
From India, Lucknow
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An employee took leave without informing management. What action should be taken against that employee?
Looking forward to suggestions.
Thanks & Regards,
Anjali
HR Manager
Alexa Global Soft Tech Pvt Ltd
Ph: 0522 4081913
From India, Lucknow
Acknowledge(0)Amend(0)
if 1st time then send him warning letter if 2nd time then send him hard warning letter if 3rd time them send him show cause notice
From India, Faridabad
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42From India, Faridabad
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Dear Anjali,
It depends upon the rules and policies of your organization. If there is a written policy on absenteeism, then you can imply the rule. But if not or if the employee didn't know that he/she had to inform the management, then as an HR manager and as the custodian of the intangible assets i.e. the human capital or the employees, you can make them understand.
So, as Mr. Mahesh Sharma explained in his post, you can do that. When the employee comes back from the leave, you may have a one-to-one chat with him. Explain politely but firmly that every employee needs to inform the management about his/her leave. Also, you may tell the employee the consequence of not taking prior permission.
Simultaneously, after the one-to-one discussion, write an email to the employee giving all the details of the face-to-face meeting. This way, the management will also be in the loop (if they ask you what have you done).
Regards
From India, Delhi
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It depends upon the rules and policies of your organization. If there is a written policy on absenteeism, then you can imply the rule. But if not or if the employee didn't know that he/she had to inform the management, then as an HR manager and as the custodian of the intangible assets i.e. the human capital or the employees, you can make them understand.
So, as Mr. Mahesh Sharma explained in his post, you can do that. When the employee comes back from the leave, you may have a one-to-one chat with him. Explain politely but firmly that every employee needs to inform the management about his/her leave. Also, you may tell the employee the consequence of not taking prior permission.
Simultaneously, after the one-to-one discussion, write an email to the employee giving all the details of the face-to-face meeting. This way, the management will also be in the loop (if they ask you what have you done).
Regards
From India, Delhi
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Anjali,
Before coming to any conclusion, can you be more specific about the situation? Is the employee on the payroll or off the payroll? In which position is he/she designated? Is the probation period over or still ongoing?
These are a few factors that may affect the action.
From India, Ahmadabad
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Before coming to any conclusion, can you be more specific about the situation? Is the employee on the payroll or off the payroll? In which position is he/she designated? Is the probation period over or still ongoing?
These are a few factors that may affect the action.
From India, Ahmadabad
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Training for employees is the first thing that is necessary. By training, I mean awareness to be given to employees about the policies, terms and conditions of services, welfare, award rewards, punishments, and penalties. We expect employees to act as per the policies of the organization, but employees should first be made aware of what is expected of them through training and awareness programs. Having said this, appropriate action within the limits of company policy may be taken while giving the chance to employees to defend and explain their stance on violating the rules, etc.
From India, Vadodara
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From India, Vadodara
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Dear Anjali,
Please see this letter.
FORMAT OF LETTER
WARNING LETTER
Date: 18.06.2015
Mr. VINOD DHAYANI
Employee Code: B0301
Department: DESIGN
Dear VINOD KUMAR DHAYANI,
It has come to our attention from our records that you have been absent from duty since 10.06.2015 without providing any proper information. You have failed to seek permission from your reporting authority or the HR Department regarding your prolonged absence. Your absence without prior notification reflects a lack of responsibility and is not suitable for your role and responsibilities within the company.
You are well aware that according to the Model Standing Orders/Certified Standing Orders, it is mandatory to seek permission or approval before taking any form of leave. However, despite being aware of this requirement, you have intentionally been absent on the mentioned dates without obtaining prior leave sanction.
You understand that your extended absence disrupts smooth operations and creates operational challenges for the company. Your unauthorized absence is a breach of company regulations, and the company views this matter seriously.
You are hereby requested to return to work immediately upon receiving this letter. Failing to do so will lead us to believe that you are not interested in continuing your employment with us and have abandoned your position.
Thank you,
For ABC Ltd.
Authorized Signatory
From India, Faridabad
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Please see this letter.
FORMAT OF LETTER
WARNING LETTER
Date: 18.06.2015
Mr. VINOD DHAYANI
Employee Code: B0301
Department: DESIGN
Dear VINOD KUMAR DHAYANI,
It has come to our attention from our records that you have been absent from duty since 10.06.2015 without providing any proper information. You have failed to seek permission from your reporting authority or the HR Department regarding your prolonged absence. Your absence without prior notification reflects a lack of responsibility and is not suitable for your role and responsibilities within the company.
You are well aware that according to the Model Standing Orders/Certified Standing Orders, it is mandatory to seek permission or approval before taking any form of leave. However, despite being aware of this requirement, you have intentionally been absent on the mentioned dates without obtaining prior leave sanction.
You understand that your extended absence disrupts smooth operations and creates operational challenges for the company. Your unauthorized absence is a breach of company regulations, and the company views this matter seriously.
You are hereby requested to return to work immediately upon receiving this letter. Failing to do so will lead us to believe that you are not interested in continuing your employment with us and have abandoned your position.
Thank you,
For ABC Ltd.
Authorized Signatory
From India, Faridabad
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Whether he provided any medical reasons with proof. Practically, it's not possible every time to have an approved leave. You can give a show cause to the employee to know his version. Ensure that natural justice prevails.
Thanks,
Shashi Jha
Human Resources
From India, Madras
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Thanks,
Shashi Jha
Human Resources
From India, Madras
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Proceeding on leave without informing and taking prior permission of an authorized superior is a clear violation of discipline and organizational working culture. Company leave policy must be made well known to all employees. The HR needs to sensitize employees about the leave procedure. HOD/Managers should also be instructed to be helpful and grant leave to employees as long as it does not hamper work. Leave planning is a must for each department. In the first instance of an employee taking leave without sanction, a verbal caution is necessary. Subsequent leaves, if taken without sanction, will be addressed as a breach of discipline.
From India, Pune
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From India, Pune
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Thank you for your response! I really appreciate it. I have sent him a warning email asking him not to repeat the same mistake next time.
Thanks & Regards, Anjali
Alexa Global SoftTech Pvt Ltd
URL: [Alexa Global Soft Tech – Web Development Company](http://www.alexaglobalsofttech.com)
From India, Lucknow
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Thanks & Regards, Anjali
Alexa Global SoftTech Pvt Ltd
URL: [Alexa Global Soft Tech – Web Development Company](http://www.alexaglobalsofttech.com)
From India, Lucknow
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Leave without permission is serious misbehavior on the part of the employee. If it happens once, you can warn him orally. If it is repeated, then give him a letter of warning. Issue a show-cause notice and seek written clarification from him. If he still continues, then issue a suspension letter, conduct a domestic inquiry, and thereby decide on actions such as keeping, transferring, demoting, withholding increments, dismissal, or termination of the employee.
From India, Mangaluru
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From India, Mangaluru
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