Hello Sekhar,
I think you are the best judge in your situation and surely will take the right decision considering all circumstantial factors, viz..
- Whether the employee is a habitual absentee/ takes frequent leave,( check his last 1/ 2yrs. leave records) or is it a genuine reason for which he has been absenting for 6 days... needs to be enquired.
- Please check the standing orders of your factory and then proceed to take any disciplinary action againt the employee or else it may back fire upon the HR dept. as a consequence if standing orders are any way violated.
- Before issuing a letter straight way, the best course of action is to counsel the employee, caution the employee verbally, unless of course he has already been counseled on similar grounds before, this is probably the best course of action
- If you are handling a trade Union and the employee in question is a member of that Union, please immediately keep the union secretary or his representative with whom you generally discuss ER issues , apprised of the situation so that you can take further disciplinary actions, against this employee if required, without the risk of any future IR problems.
Please take a comprehensive look at all the possible factors and take your decision appropriately.
With regards,
Probhat
From India
1I think you are the best judge in your situation and surely will take the right decision considering all circumstantial factors, viz..
- Whether the employee is a habitual absentee/ takes frequent leave,( check his last 1/ 2yrs. leave records) or is it a genuine reason for which he has been absenting for 6 days... needs to be enquired.
- Please check the standing orders of your factory and then proceed to take any disciplinary action againt the employee or else it may back fire upon the HR dept. as a consequence if standing orders are any way violated.
- Before issuing a letter straight way, the best course of action is to counsel the employee, caution the employee verbally, unless of course he has already been counseled on similar grounds before, this is probably the best course of action
- If you are handling a trade Union and the employee in question is a member of that Union, please immediately keep the union secretary or his representative with whom you generally discuss ER issues , apprised of the situation so that you can take further disciplinary actions, against this employee if required, without the risk of any future IR problems.
Please take a comprehensive look at all the possible factors and take your decision appropriately.
With regards,
Probhat
From India
Sekhar,
I would suggest you to go by your Company Policy. Every Organization has a disciplinary policy in place.
Then, you must check his past behavior, like attendance record, performance, punctuality, etc. Only then make a decision. Also, consult your Senior HR Manager to know what action would be appropriate. But before you do that, do put your suggestion forward to the Manager, as to what must be done in the case, which shall put an impression on your Manager as well that you have studied the case and given your thoughtful suggestion.
From India, Hyderabad
I would suggest you to go by your Company Policy. Every Organization has a disciplinary policy in place.
Then, you must check his past behavior, like attendance record, performance, punctuality, etc. Only then make a decision. Also, consult your Senior HR Manager to know what action would be appropriate. But before you do that, do put your suggestion forward to the Manager, as to what must be done in the case, which shall put an impression on your Manager as well that you have studied the case and given your thoughtful suggestion.
From India, Hyderabad
Hi Mr. Shekhar,
First of all what I have understood that your is manufacturing unit and the employee gone on leave without approval is a worker. You need to focus on the following:
If the employee falls in worker category...
If yes when did he applied for the leave and the purpose of leave. If he was listened properly and his cause of taking leave was genuine.. means the purpose for which he took the leave required his utmost presence.
If yes, then if production department did not recommend his leave... whether he approached the welfare officer or the HR/Personnel department. If he has not contacted the personnel department and proceeded on leave without information... has the personnel department issued him a notice for unauthorized absence from duties and he should be served a show cause notice and an explanation should be called.
If employee remain absent for more than 8 days and the explanation produced by him is not satisfactory, the factory manager should proceed for termination of his services.. but please ensure that he was listened properly... and reason for leave was not genuine or reason does not amount of being his absent.
Further, if the said employee is in staff category.... the above things apply on him also.. but you must know that such action at one hand can set and example of discipline but it can bring down the level of motivation... therefore, it is necessary the the genuineness of the case is thoroughly considered.
Also keep in mind, the attitude of the employee while he proceeded on leave without approval.. if he has shown adamancy, strict action should be taken to set an example for the others. but if it was real genuine... a warning letter not to repeat such act is more the enough.
Also check the approach of his immediate senior.. so that such thing are not repeated.
From India, Coimbatore
First of all what I have understood that your is manufacturing unit and the employee gone on leave without approval is a worker. You need to focus on the following:
If the employee falls in worker category...
If yes when did he applied for the leave and the purpose of leave. If he was listened properly and his cause of taking leave was genuine.. means the purpose for which he took the leave required his utmost presence.
If yes, then if production department did not recommend his leave... whether he approached the welfare officer or the HR/Personnel department. If he has not contacted the personnel department and proceeded on leave without information... has the personnel department issued him a notice for unauthorized absence from duties and he should be served a show cause notice and an explanation should be called.
If employee remain absent for more than 8 days and the explanation produced by him is not satisfactory, the factory manager should proceed for termination of his services.. but please ensure that he was listened properly... and reason for leave was not genuine or reason does not amount of being his absent.
Further, if the said employee is in staff category.... the above things apply on him also.. but you must know that such action at one hand can set and example of discipline but it can bring down the level of motivation... therefore, it is necessary the the genuineness of the case is thoroughly considered.
Also keep in mind, the attitude of the employee while he proceeded on leave without approval.. if he has shown adamancy, strict action should be taken to set an example for the others. but if it was real genuine... a warning letter not to repeat such act is more the enough.
Also check the approach of his immediate senior.. so that such thing are not repeated.
From India, Coimbatore
Dear Shekar,
Based on all the above opinions, i just want to say that personaly you speak to that employee, try to find out why he has taken long leave. if his answer is satisfactory or he has done this mistake for the first time then you can take apology letter from his end and should warn him. and should tell like if the above mistake occures again serious action will be taken against you.
regards
Kavita
From India, Bangalore
Based on all the above opinions, i just want to say that personaly you speak to that employee, try to find out why he has taken long leave. if his answer is satisfactory or he has done this mistake for the first time then you can take apology letter from his end and should warn him. and should tell like if the above mistake occures again serious action will be taken against you.
regards
Kavita
From India, Bangalore
Dear,
When the leave applied for is refused, one cannot abstain from duty. I have attached excerpts of our company's certified standing order. See the procedure for taking leave and also note clause 36 of 'Misconduct" as per our standing order.
Probably, you might have one such standing order. You can issue a memo quoting the clause.
V. Balaji
From India, Madras
When the leave applied for is refused, one cannot abstain from duty. I have attached excerpts of our company's certified standing order. See the procedure for taking leave and also note clause 36 of 'Misconduct" as per our standing order.
Probably, you might have one such standing order. You can issue a memo quoting the clause.
V. Balaji
From India, Madras
Hi there,
OK I agree with what the others have to say and to add to that, you should also consider what are the procedures (disciplinary) set in your organisation, then also consider the reason he had to take the days he did which will enable you decide on the write procedure to take which can be a warning letter but if he is used to doing this treat the days as absent and cut from the salary, but make sure you talk to this member of staff to know his reason for going, at times it will only need a verbal warning.
Regards,
From Kenya, Nairobi
OK I agree with what the others have to say and to add to that, you should also consider what are the procedures (disciplinary) set in your organisation, then also consider the reason he had to take the days he did which will enable you decide on the write procedure to take which can be a warning letter but if he is used to doing this treat the days as absent and cut from the salary, but make sure you talk to this member of staff to know his reason for going, at times it will only need a verbal warning.
Regards,
From Kenya, Nairobi
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