Dear Seniors,
Greetings for the day!!!!
I am working as an Sr. HR Executive in Manufacturing company @ Mumbai.
In my organization one of my employee was PL for 5days starting from Monday to Friday. And was going to resume office back on next Monday.
As his train was late he came from half to office.
So in this case shall we calculate his leave half day or 2 and half day (Saturday, Sunday & Monday half day).
Please suggest me what to do.
Thank you in advance for the suggestions.
___________________
Regards Tulasi
From India, Hyderabad
Greetings for the day!!!!
I am working as an Sr. HR Executive in Manufacturing company @ Mumbai.
In my organization one of my employee was PL for 5days starting from Monday to Friday. And was going to resume office back on next Monday.
As his train was late he came from half to office.
So in this case shall we calculate his leave half day or 2 and half day (Saturday, Sunday & Monday half day).
Please suggest me what to do.
Thank you in advance for the suggestions.
___________________
Regards Tulasi
From India, Hyderabad
Dear Tulsi,
This matter is completely depending on your company policy. Ideally if you count off as a part of leave if prefix and suffix applied as leave then it will be considered as 2.5 days absence.
377This matter is completely depending on your company policy. Ideally if you count off as a part of leave if prefix and suffix applied as leave then it will be considered as 2.5 days absence.
If your company take care of employees in personal and their benefits. Then you will deduct half day on Monday but most of the time Managers or employer will consider half day only on Monday.
From India, Hyderabad
From India, Hyderabad
If he has no past track record of such absences, this delay can be condoned. Wheras if he is a regularly irregular, then you can deduct for half-a-day. In any case, if the company's office is closed, logically it was not functioning and hence, his absence cannot be treated that way and deduct two-and-a-half day. Rules are there for guiding the people. Therefore, if you have no p9licy as such, hereinafter, you can mention as a sub-clause, in the event of somebody coming very late after five days of PL, only half day on Monday will be treated as leave of absence, as a special case.
Best wishes
From India
Best wishes
From India
Act according to your leave policy or standing order. In the instant case the workman remained absent on Saturday, whereas he had to resume his shift duty. He remained absent on Saturday and Sunday but resumed duty on Monday off the latecby half day.
From India, Mumbai
From India, Mumbai
Human resource practice is not all about penalising employees especially where an incident that occurs was beyond the employee's control. We should interpret the rules so that staff understand them better. If the employee is in the habit of behaving in that way then definitely he has to be penalised according to your policy. If on the other hand he is well behaved and observes the rules of your company, this one-off lateness might demoralise him if you deal with him severely.
Do you have something like 'verbal caution' for first offence in your rules and regulations?
If he was to report on a Monday, why should you count backwards? You have stated that he was to report on Monday so that's what should matter. Look at the resumption date stated on his leave form. If, for example, one asks for leave for one week to resume work on a Tuesday. He then reports for work half day late on that Tuesday, how would you treat this case?
From Mauritius, undefined
Do you have something like 'verbal caution' for first offence in your rules and regulations?
If he was to report on a Monday, why should you count backwards? You have stated that he was to report on Monday so that's what should matter. Look at the resumption date stated on his leave form. If, for example, one asks for leave for one week to resume work on a Tuesday. He then reports for work half day late on that Tuesday, how would you treat this case?
From Mauritius, undefined
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