Hi, my name is Samreet. I am working as an HR in a small organization. I need to issue a warning email to all the employees for not submitting their leave forms. They usually seek approvals from the HOD through messages but fail to provide their leave forms on time.
From India, Amritsar
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From India, Amritsar
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Dear Mr. Sameer,
Please issue an important circular to all employees instead of a warning email. In the circular, kindly mention that no excuses will be accepted after setting a submission deadline, as per the practice in our company. Please ensure to send a copy of the circular to all relevant HODs.
Thank you.
From India, Hyderabad
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16Please issue an important circular to all employees instead of a warning email. In the circular, kindly mention that no excuses will be accepted after setting a submission deadline, as per the practice in our company. Please ensure to send a copy of the circular to all relevant HODs.
Thank you.
From India, Hyderabad
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Dear Smareet,
This is in addition to what Mr. Krishnakumar has said. The issue of the circular aside, the first question that arises is whether you have a policy on employee leave. If yes, then has the procedure to apply for leave been included? Secondly, do the employees know about this policy?
Partially, this is the fault of the HODs as well. If they sanction the leave, then they should also follow up with their juniors for the submission of the leave application for regularization purposes. This problem has partially arisen because the HODs are not held accountable for leave sanctioning.
In case you issue the circular, then clearly state that if employees take leave but do not submit their leave application for regularization purposes, it will be considered as "absence from duties," and for this absence, the salary will be deducted. You can draft the circular, but let the circular be issued by the MD of the company.
Thanks,
Dinesh Divekar
From India, Bangalore
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This is in addition to what Mr. Krishnakumar has said. The issue of the circular aside, the first question that arises is whether you have a policy on employee leave. If yes, then has the procedure to apply for leave been included? Secondly, do the employees know about this policy?
Partially, this is the fault of the HODs as well. If they sanction the leave, then they should also follow up with their juniors for the submission of the leave application for regularization purposes. This problem has partially arisen because the HODs are not held accountable for leave sanctioning.
In case you issue the circular, then clearly state that if employees take leave but do not submit their leave application for regularization purposes, it will be considered as "absence from duties," and for this absence, the salary will be deducted. You can draft the circular, but let the circular be issued by the MD of the company.
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi Sameer,
I may add to what has been suggested by other colleagues.
First of all, ensure whether you are empowered to issue circulars on your own accord. In case you are reporting to some other senior officials, better first discuss the matter with them for a solution and act accordingly. Suppose they agree to issue a circular, prepare a draft circular, get it approved, and then issue it under your signature. If not, your HoD him/herself can sign it and issue. In any case, first discuss with your reporting officer and act as per instructions. This approach can save you from facing unpleasant development post-issue of a circular without consulting anyone.
From India, Bangalore
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I may add to what has been suggested by other colleagues.
First of all, ensure whether you are empowered to issue circulars on your own accord. In case you are reporting to some other senior officials, better first discuss the matter with them for a solution and act accordingly. Suppose they agree to issue a circular, prepare a draft circular, get it approved, and then issue it under your signature. If not, your HoD him/herself can sign it and issue. In any case, first discuss with your reporting officer and act as per instructions. This approach can save you from facing unpleasant development post-issue of a circular without consulting anyone.
From India, Bangalore
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I am working with a manufacturing plant. Here, employees work at worker levels, and usually, they have a leave balance as they take frequent leaves. They do not care for absences of duty or Loss of Pay (LOP), as in any case, their leave is considered LOP only. In such cases, can I hold the salary of such employees, or are there any other ways to ensure employees submit a leave application?
Please suggest.
Thanks,
Nikhil Agrawal
From India, New Delhi
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Please suggest.
Thanks,
Nikhil Agrawal
From India, New Delhi
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Hi,
Holding salary will not be the solution for this. Anyway, you are marking LOP for those cases, which itself is a punishment. In the case of a recurrence from individuals, call them and counsel them to find out what their actual issue is. Pass on circulars emphasizing the importance of planned leaves with advance information.
From India, Madras
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Holding salary will not be the solution for this. Anyway, you are marking LOP for those cases, which itself is a punishment. In the case of a recurrence from individuals, call them and counsel them to find out what their actual issue is. Pass on circulars emphasizing the importance of planned leaves with advance information.
From India, Madras
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Are they first-generation industrial employees? If so, it will take some time (probably a few years) to become used to industrial culture. One of the significant aspects in recruiting agrarian labor in industrial firms is that they continue their past behavior and attitude, which does not give priority to organized and disciplined effort as is required. Instead, they are prone to come and go at will, work at convenience.
To change this attitude, you need to continuously educate them. Holding the salary is not advisable as the Labor Inspector can challan you for delayed payment of wages (not later than the 7th day of the succeeding month as per PWA 1936).
From India, Mumbai
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To change this attitude, you need to continuously educate them. Holding the salary is not advisable as the Labor Inspector can challan you for delayed payment of wages (not later than the 7th day of the succeeding month as per PWA 1936).
From India, Mumbai
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