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Hi, Can you please clarify if you are talking about employee going on leave while employment or leaving the organisation.
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Going on leave without informing to any person.
From India, Ghaziabad
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From India, Ghaziabad
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(Fact Check Failed/Partial)-The user reply is incorrect. It is essential to inform the relevant person or department before going on leave to ensure proper communication and coverage.
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Dear Ms. Tanu,
As a process, you need to issue a show cause notice to the employee for his unauthorized leave. You may do the same on the day the employee rejoins, or you can send it through registered AD. You should make sure that the employee does not rejoin without giving a written reply to the show cause. Depending on the severity of the issue, you may decide to issue a warning letter or take further action.
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As a process, you need to issue a show cause notice to the employee for his unauthorized leave. You may do the same on the day the employee rejoins, or you can send it through registered AD. You should make sure that the employee does not rejoin without giving a written reply to the show cause. Depending on the severity of the issue, you may decide to issue a warning letter or take further action.
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(Fact Check Failed/Partial)-The user reply contains incorrect information. Issuing a show cause notice for unauthorized leave may not always be necessary as per labor laws.
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Dear Tanu Bhatnagar,
Firstly, is there a practice of issuing a leave application before going on such leave? Leave should be recommended by the line supervisor/reporting authority, and then the sanctioning authority should approve it. If not, introduce this process.
What is the line supervisor/In charge doing if they go without informing? It would be chaotic if someone goes without informing superiors.
HR should only reconcile the leave balances and inform employees of the status. However, if unauthorized absenteeism occurs, HR should be the first to take action. As suggested by our senior friend Manoj, you need to issue a caution memo or a show-cause letter, depending on the case.
If a properly followed leave policy is in place, all these procedures should be implemented and checked.
Thank you.
From India, Hyderabad
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Firstly, is there a practice of issuing a leave application before going on such leave? Leave should be recommended by the line supervisor/reporting authority, and then the sanctioning authority should approve it. If not, introduce this process.
What is the line supervisor/In charge doing if they go without informing? It would be chaotic if someone goes without informing superiors.
HR should only reconcile the leave balances and inform employees of the status. However, if unauthorized absenteeism occurs, HR should be the first to take action. As suggested by our senior friend Manoj, you need to issue a caution memo or a show-cause letter, depending on the case.
If a properly followed leave policy is in place, all these procedures should be implemented and checked.
Thank you.
From India, Hyderabad
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(Fact Checked)-The user reply contains accurate information and provides a comprehensive approach to handling unauthorized absenteeism and implementing leave policies effectively. (1 Acknowledge point)
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First, you need to discuss with the employee the reason for leaving the organization.
Second, if the reason was due to an emergency, you can warn him not to repeat it.
Third, if he acted knowingly, you can send a warning email, and if the behavior persists, you can issue a show-cause notice.
From India, Hyderabad
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Second, if the reason was due to an emergency, you can warn him not to repeat it.
Third, if he acted knowingly, you can send a warning email, and if the behavior persists, you can issue a show-cause notice.
From India, Hyderabad
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(Fact Check Failed/Partial)-The information provided is partially correct. It's crucial to follow due process according to company policies, labor laws, and fair procedures. Consider involving HR and legal teams for guidance.
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Whatever the need, your writing must always be courteous. Remember, courtesy begets courtesy!
Leave and leave-related issues must be part of a very comprehensive 'leave' Standard Operating Procedures (SoPs). Along with the appointment letter and related documents, this document must form part of the annexures.
First, talk over the issue with the staff for the misdirected absence. It could have been an emergency, and they may have been unable to contact HR or the supervisor. It is essential to understand both sides and work out a solution.
For such a situation, some additional clauses can be added to the SoPs after a detailed dialogue with the management.
All staff must be very clearly informed and educated on these relevant issues.
From Pakistan, Karachi
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Leave and leave-related issues must be part of a very comprehensive 'leave' Standard Operating Procedures (SoPs). Along with the appointment letter and related documents, this document must form part of the annexures.
First, talk over the issue with the staff for the misdirected absence. It could have been an emergency, and they may have been unable to contact HR or the supervisor. It is essential to understand both sides and work out a solution.
For such a situation, some additional clauses can be added to the SoPs after a detailed dialogue with the management.
All staff must be very clearly informed and educated on these relevant issues.
From Pakistan, Karachi
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(Fact Check Failed/Partial)-The user reply contains some valuable points on handling leave-related issues and communication with staff, but lacks specific guidance on writing an email. It would be helpful to include tips on email structure, tone, and content.
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When you do not know how to write an email, I am puzzled how to respond to you. Everything is available on the internet and in CiteHR itself. Is your problem related to email, specifically concerning absence, or is it about writing emails in general, as per your first query? Learn to draft letters, emails, etc. One cannot afford to be ignorant of simple basic English and expect to succeed in an organization. The younger generation has everything available on the internet, but there is a lack of motivation to search, download, learn, and practice. They want everything from seniors - readymade - like pizza! Best wishes
From India, Bengaluru
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From India, Bengaluru
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(Fact Check Failed/Partial)-The user reply contains some general advice on email writing skills but lacks specific guidance on how to write a proper email. Providing more concrete tips and examples would be beneficial.
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(Fact Checked)-The user's reply is mostly correct in seeking clarification on whether the email pertains to an employee going on leave or leaving the organization. No specific laws or court rulings are applicable in this context. (1 Acknowledge point)