HI All... Need Ur Suggestions A employee of ours took leave for one days citing reasons of his fever problem ,but he does not informed to HR , so how can write a warning letter to him. pls suggest .
From India, Mumbai
3From India, Mumbai
DK consultancy provides you with Training facility for all levels of people. Training of freshers to training of Senior Level management is available. Various types of training like Motivation Training, Experiential Learning, Leadership building, Capacity creation, Effective communication, Image maintenance, and Grooming is available. For showing interest write to us at DK Counsultancy <dkcounsultancy@gmail.com> or call us on 097273 43434. Do give a brief of your need.www>dkcounsultancy.com
From India, Ahmedabad
From India, Ahmedabad
Dear Leela,
If the employee has informed his HOD or reporting Manager that he will not be coming to office due to ill health, then call the employee, speak to him. make him aware of the procedure and just give him an oral understanding.
But if this is a persisting case, than, you may as well, giving reference, issue him a warning letter.
Regards,
Ashutosh Thakre
From India, Mumbai
If the employee has informed his HOD or reporting Manager that he will not be coming to office due to ill health, then call the employee, speak to him. make him aware of the procedure and just give him an oral understanding.
But if this is a persisting case, than, you may as well, giving reference, issue him a warning letter.
Regards,
Ashutosh Thakre
From India, Mumbai
yeah i agree with u Ashutosh but again if they repeat the same thing thn what we can do... most of the time the employee inform their frnd but dnt feeling like informing the HR......it become HR duty to call them & ask the reason for not coming to office.
Is this is also the part of HR duty. Please tell me
From India, Delhi
Is this is also the part of HR duty. Please tell me
From India, Delhi
HR duty is maximise production / office / branch attendance and update the management with deviation reasons and innovate ways to keep the average high.
From India, Bangalore
From India, Bangalore
Every organisation has a leave policy,consistent with local laws and other enactments.
HR cannot at best ensure that leave is as per rule and record leave being taken properly and timely.
It cannot maximise production or attendance when people take leave as per laid down entitlements.
From India, Pune
HR cannot at best ensure that leave is as per rule and record leave being taken properly and timely.
It cannot maximise production or attendance when people take leave as per laid down entitlements.
From India, Pune
Dear Shivangi,
If the Problem is persistant, the first a oral warning, then a written warning, a small punishement and still if he does not follows the pocilies, issue him a show cause notice and follow that procedure.
Regards,
Ashutosh Thakre
From India, Mumbai
If the Problem is persistant, the first a oral warning, then a written warning, a small punishement and still if he does not follows the pocilies, issue him a show cause notice and follow that procedure.
Regards,
Ashutosh Thakre
From India, Mumbai
Never consider issuing warning for a days absence unless he is habitually remaining absent. Have you set the rules for taking leaves. if not frame the same and inform all employees. Initially try to find out reason of absenteeism by opening dialogue with employee.
In case habitual absenteeism you may opt for issuing warnings followed by show cause notice/ Charge sheet etc.
Pl not that HR is not responsible for PRODUCTION activities but responsible for mainlining harmonious relationship and discipline in the organisation.
From India, Pune
In case habitual absenteeism you may opt for issuing warnings followed by show cause notice/ Charge sheet etc.
Pl not that HR is not responsible for PRODUCTION activities but responsible for mainlining harmonious relationship and discipline in the organisation.
From India, Pune
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Dispciplinary Action.doc