Dear Pooja,
These are just symptoms of some deep down root causes. We need to identify and work on those to get things streamlined. We can help you to do that in a structured manner by bringing OB/OD interventions. Do let us know your interest in this. Get in touch @ 8446613344 Or 9850775593
Thanks and Regards,
Pravin Ujegar
From India, Pune
2These are just symptoms of some deep down root causes. We need to identify and work on those to get things streamlined. We can help you to do that in a structured manner by bringing OB/OD interventions. Do let us know your interest in this. Get in touch @ 8446613344 Or 9850775593
Thanks and Regards,
Pravin Ujegar
From India, Pune
By the help of a biometric attendance system. pull out reports of late coming and absence. Share it with your senior management. I believe people are taking this thing carelessly due to the absence of HR Systems and person. You can even make a policy for deducting salaries for such occurences. For everything, take the supervisors and senior management in full confidence. This is kind of like an organizational change and expect few inhibitions and discouragement at the onset. All the best!
From India, Delhi
From India, Delhi
Dear Deepa,
Please do not get confused between roles of HR & reporting manager.
The issue you have described indicates that the main concern is the leave deduction of weekend. If the issue was of leave sanction or Monday, then it was a reporting manager duty. But since the issue arise due to HR policy of weekend leave, then it is HR manager responsibility.
The decision you took to deny the employee request, was correct here as per the company policy, & you should not directly refer the employee to the director in such cases. You can just say this is the company policy & that’s it….
Now, if you want to help the employee from humanitarian view, you can ask him to refer this request to his line manager, as this case needs ‘management discretion’. The line manager can decide to take the case further up to director level if required, & then you will get intimation from management to cancel this weekend leave. OR may be he will also just deny the request pointing out the company policy.
This process is generally followed for all other discretion cases (like extra monitory advances, additional purchases, additional expenses, salary & position negotiations, etc) where business & money is involved. Why not for leaves?
In case employee directly goes to director to complain, bypassing his line manager, then at least he is not suggested to do so from HR…
The word "management discretion" is quite tricky & the level at which this discretion is authorized is not defined. As HR manager, you may have authority for decision, but do you have authority for discretion?
I don't think HR manager has this authority to go against the written HR policies, unless there is an emergency. This is the difference between reporting manager & HR Manager.
Hope this helps... !!
Best Regards,
Amod Bobade.
Please do not get confused between roles of HR & reporting manager.
The issue you have described indicates that the main concern is the leave deduction of weekend. If the issue was of leave sanction or Monday, then it was a reporting manager duty. But since the issue arise due to HR policy of weekend leave, then it is HR manager responsibility.
The decision you took to deny the employee request, was correct here as per the company policy, & you should not directly refer the employee to the director in such cases. You can just say this is the company policy & that’s it….
Now, if you want to help the employee from humanitarian view, you can ask him to refer this request to his line manager, as this case needs ‘management discretion’. The line manager can decide to take the case further up to director level if required, & then you will get intimation from management to cancel this weekend leave. OR may be he will also just deny the request pointing out the company policy.
This process is generally followed for all other discretion cases (like extra monitory advances, additional purchases, additional expenses, salary & position negotiations, etc) where business & money is involved. Why not for leaves?
In case employee directly goes to director to complain, bypassing his line manager, then at least he is not suggested to do so from HR…
The word "management discretion" is quite tricky & the level at which this discretion is authorized is not defined. As HR manager, you may have authority for decision, but do you have authority for discretion?
I don't think HR manager has this authority to go against the written HR policies, unless there is an emergency. This is the difference between reporting manager & HR Manager.
Hope this helps... !!
Best Regards,
Amod Bobade.
First point I would like to make clear is that the policy you are all doing is wrong and illegal. Deduction off Saturday Sunday as can be taken only is the person has taken Friday and Monday as leave. You need to find some other method penalise people for unplanned leave.
The other point in the post is about your suggestion the employee to take the matter you're managing director. What your ME says is correct. As giving you the right as HR to implement the policies that the company is following. The question of deviation should not come up. Line managers in any case cannot give approvals for deviation from company policy. So The fact that you are not reporting manager is immaterial.
You must also realise that your job as a HR is not to win a popularity contest. Therefore, you are required to your duty to the company and the job. If that job requires you to implement certain policies, that is what you must whether people hate you for it or not should not be the immaterial too. Since your management is supporting you fully, I do not see how it makes your existence in company will be a problem. Just do your work.
From India, Mumbai
The other point in the post is about your suggestion the employee to take the matter you're managing director. What your ME says is correct. As giving you the right as HR to implement the policies that the company is following. The question of deviation should not come up. Line managers in any case cannot give approvals for deviation from company policy. So The fact that you are not reporting manager is immaterial.
You must also realise that your job as a HR is not to win a popularity contest. Therefore, you are required to your duty to the company and the job. If that job requires you to implement certain policies, that is what you must whether people hate you for it or not should not be the immaterial too. Since your management is supporting you fully, I do not see how it makes your existence in company will be a problem. Just do your work.
From India, Mumbai
HR should help formulate proper legally compliant procedures on various issues relating to their domain.
Suggest to your higher management a leave policy which matches industry standards or even better(if possible)
Such ambiguities like unplanned leaves on a Monday are common.
This kind of sudden leave need to be tackled in different fashion.
If some one takes unplanned leave on Monday,you cannot mark Sat.Sun as leave.
Unplanned leave has to be tackled by concerned department directly by counselling the person and dealing with it by verbal warnings,written warnings etc.HR also has a role in controlling such unscheduled leave.
Play your roles with fairness,professional competence,by which i mean fullest knowledge of leave rules(in this case)
Two wrongs do not make it a right.
As learned member Saswata correctly mentioned HR is not a popularity contest.
Just implement rules fairly and if you feel any rule is wrong,discuss in private with management in writing if necessary.
Company can delegate certain powers to you in writing if they deem fit.
From India, Pune
Suggest to your higher management a leave policy which matches industry standards or even better(if possible)
Such ambiguities like unplanned leaves on a Monday are common.
This kind of sudden leave need to be tackled in different fashion.
If some one takes unplanned leave on Monday,you cannot mark Sat.Sun as leave.
Unplanned leave has to be tackled by concerned department directly by counselling the person and dealing with it by verbal warnings,written warnings etc.HR also has a role in controlling such unscheduled leave.
Play your roles with fairness,professional competence,by which i mean fullest knowledge of leave rules(in this case)
Two wrongs do not make it a right.
As learned member Saswata correctly mentioned HR is not a popularity contest.
Just implement rules fairly and if you feel any rule is wrong,discuss in private with management in writing if necessary.
Company can delegate certain powers to you in writing if they deem fit.
From India, Pune
Dear Mr. Bobade,
Thanks for helping me out. I really appreciate your suggestions.
In my company the line manager is himself the Director so the leave sanctioning authority also comes to me. The best I can do is to internally ask the director whether to sanction the leave of a particular employee or not.
Anyway, its a start of my learning phase, so will have many instances where I'll need the guidance of seniors like you.
Regards,
Pooja
From India, Gurgaon
Thanks for helping me out. I really appreciate your suggestions.
In my company the line manager is himself the Director so the leave sanctioning authority also comes to me. The best I can do is to internally ask the director whether to sanction the leave of a particular employee or not.
Anyway, its a start of my learning phase, so will have many instances where I'll need the guidance of seniors like you.
Regards,
Pooja
From India, Gurgaon
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