Hi,
I have been coming across this situation very often:
We have 2 types of leaves- medical and earned/casual leaves.
In case of emergency we approve casual leaves without asking for much reasons and generally if one has to take a leave he should apply for it at least one day in advance.
The problem is that if some casuality happens in anybody's family, like death/ accident/ sudden illness of family members, we trust people and approve their leaves.
But people are behaving very smartly. They lie as they know that no one is going to crosscheck, who is dead or ill . And in good faith we will approve their leaves.
We dont know whether the person is going to give interviews or for any other work.
If we'll implement strict rule then the people who are responsible and honest will also suffer and if we dont, some people will always take the benefit of doubt.
What should be the rationale??
Plz guide
Gunjan
From India, New Delhi
39I have been coming across this situation very often:
We have 2 types of leaves- medical and earned/casual leaves.
In case of emergency we approve casual leaves without asking for much reasons and generally if one has to take a leave he should apply for it at least one day in advance.
The problem is that if some casuality happens in anybody's family, like death/ accident/ sudden illness of family members, we trust people and approve their leaves.
But people are behaving very smartly. They lie as they know that no one is going to crosscheck, who is dead or ill . And in good faith we will approve their leaves.
We dont know whether the person is going to give interviews or for any other work.
If we'll implement strict rule then the people who are responsible and honest will also suffer and if we dont, some people will always take the benefit of doubt.
What should be the rationale??
Plz guide
Gunjan
From India, New Delhi
Hi Gunjan,
Leaves are meant for an employee to be availed, whether the reason for which he takes the leave is genuine or not is not of our concern.
However, note that the prerogetive of approving the leave stilll lies with his line supervisor or, in some cases, HR. Leaves should ideally not be dis-approved beacuse an employee may be going for an interview or you think is citing false reasons (unless you know the reason is false). Leaves should be disapproved if the employees absense is going to hamper the organizations work/requirement.
1. If there is need to control leaves, review if the no. of CLs given to an employee is on the higher side and can be lowered.
2. Do not allow LWPs (unless the reason is genuine), so employees will retain CLs for future use.
Regards,
Neeraj K. Singh
From India, Mumbai
Leaves are meant for an employee to be availed, whether the reason for which he takes the leave is genuine or not is not of our concern.
However, note that the prerogetive of approving the leave stilll lies with his line supervisor or, in some cases, HR. Leaves should ideally not be dis-approved beacuse an employee may be going for an interview or you think is citing false reasons (unless you know the reason is false). Leaves should be disapproved if the employees absense is going to hamper the organizations work/requirement.
1. If there is need to control leaves, review if the no. of CLs given to an employee is on the higher side and can be lowered.
2. Do not allow LWPs (unless the reason is genuine), so employees will retain CLs for future use.
Regards,
Neeraj K. Singh
From India, Mumbai
You must distinguish these leaves:
Casual Leave: For without prior notice to attened unforseen events.
Medical Leave: TO meed medical problem of employee
Earned Leave: Annual computation of leave for his annual vacation or leaves taken in short spells for personal cause.
If employee is going to attend interview or states fale statement you have no business to crosscheck his personal life agenda.
Regards
Partho
From Saudi Arabia
Casual Leave: For without prior notice to attened unforseen events.
Medical Leave: TO meed medical problem of employee
Earned Leave: Annual computation of leave for his annual vacation or leaves taken in short spells for personal cause.
If employee is going to attend interview or states fale statement you have no business to crosscheck his personal life agenda.
Regards
Partho
From Saudi Arabia
As long as the absence of the employee does not affect the working of the Organisation Employer need not bother as to what and when leave is taken. regards madhav
From India, Mumbai
From India, Mumbai
Hi,
For one day leave you really do not have control or not necessary to find out the genunity as long as the person is not a frequent leave taker. In such cases you can check the genuinity of leave. In case of long leave either prior approval or if its a medical leave ( medical certificate) should be taken or justifiable reason should be there for taking long leave without approval.
Regards,
Harshad
From India, Mumbai
For one day leave you really do not have control or not necessary to find out the genunity as long as the person is not a frequent leave taker. In such cases you can check the genuinity of leave. In case of long leave either prior approval or if its a medical leave ( medical certificate) should be taken or justifiable reason should be there for taking long leave without approval.
Regards,
Harshad
From India, Mumbai
Hi,
I go by the side of Mr. Neeraj, you could revise the number of CLs a year but checking for a genuinity for the reasons is very difficult. Also if a employee strongly decides to look for another job to leave a company, its a typical challenge for any HR to retain them.
Regards,
Vidhya
From India, Bangalore
I go by the side of Mr. Neeraj, you could revise the number of CLs a year but checking for a genuinity for the reasons is very difficult. Also if a employee strongly decides to look for another job to leave a company, its a typical challenge for any HR to retain them.
Regards,
Vidhya
From India, Bangalore
Hi Gunjan,
I don't it is our area of concern. We should not cross question them for taking the leaves. If his supervisor is permitting his leave then our role is just to make a note of it.
Only in case employee is extending the leaves allotted to him and going on LWP OR he is taking the leaves without informing anybody then I think we should interfere to find out why he is taking leaves.
Rather we should concentrate on other areas.
Regards,
Sonali
From India
I don't it is our area of concern. We should not cross question them for taking the leaves. If his supervisor is permitting his leave then our role is just to make a note of it.
Only in case employee is extending the leaves allotted to him and going on LWP OR he is taking the leaves without informing anybody then I think we should interfere to find out why he is taking leaves.
Rather we should concentrate on other areas.
Regards,
Sonali
From India
Thank you all for looking into the matter.
The problem is that the person is not very reliable. He says he has some ugrent work and we grant him leave but then he comes to office on the day of leave and asks us to cancel it.
He also takes so many unplanned leaves. As he is at a senior position and pretty old in organization, we cant give advices to him time and again. But as he work in a channel, his sudden leaves distrub the flow of work.
He gives out of the mind excuses. And we have no option to distrust him.
He has been told that he is setting a wrong example before new people but we cant change anyone's basic nature.
Though he has earned and sick leaves account balance, but he asks us not to adjust those leaves, rather cut his salary as then he can save tax...also says that anyone can make a forged medical for 50rs.!!!
Its really difficult to maintain a conducive environment where such people work who misuse the system. We are not in favor of creating yet another strict rule coz of one-two people.
From India, New Delhi
The problem is that the person is not very reliable. He says he has some ugrent work and we grant him leave but then he comes to office on the day of leave and asks us to cancel it.
He also takes so many unplanned leaves. As he is at a senior position and pretty old in organization, we cant give advices to him time and again. But as he work in a channel, his sudden leaves distrub the flow of work.
He gives out of the mind excuses. And we have no option to distrust him.
He has been told that he is setting a wrong example before new people but we cant change anyone's basic nature.
Though he has earned and sick leaves account balance, but he asks us not to adjust those leaves, rather cut his salary as then he can save tax...also says that anyone can make a forged medical for 50rs.!!!
Its really difficult to maintain a conducive environment where such people work who misuse the system. We are not in favor of creating yet another strict rule coz of one-two people.
From India, New Delhi
Hi Gunjan,
I saw your reply. If that is the case happening then I think you should raise this issue to Management. It depends on you and your manager how do you present it them so that they will also understand the seriousness of this issue.
From India
I saw your reply. If that is the case happening then I think you should raise this issue to Management. It depends on you and your manager how do you present it them so that they will also understand the seriousness of this issue.
From India
Hi Gunjan
No doubt your problem is a little serious but I would like to suggest that sometimes you need to perform under Circle of Control. The whole matter which you are discussing comes in Circle of Concern.
We all attached to this thread accept that this is a problem but to deal with this you need to look in a different way
1) Please be liberal at the time of giving leaves as you don’t have much to do or control in this matter
2) You can always set a clause that while attaining sick leave (for a long period more that 2 days) a person had to submit following documents
· Medical Certificate
· Prescription note of the doctor
· Bill of the medicine
The idea behind is to make the availability if leaves a little difficult, as an employee will have to gather these documents as a proof.
You can always draw a clause saying failing to submit these documents will lead to a LWP.
3) In rest of the leaves you can always ask an employee that in his / her absence who will be handling the work load. This clause also brings a little consciousness in the employees as their work load will increase and they will be accountable for the task.
After some point of time repetitive leaves from the same person will not be appreciated among their colleagues itself.
Last but not the least asks the management to highlight absenteeism as a point to be discussed when they are reviewing the performance of the subordinate.
There are various companies which follow such clause in order to check the punctuality and commitment of employees towards their responsibilities
According to me such changes should be inculcated with a very positive note in the mind of employees and they should get a clear picture at the same time the management is capable enough to watch the employees performance in every aspect.
Last but not the leat you have to ba a little tought with your employees in terms of policy enforcement.
From India, Mumbai
No doubt your problem is a little serious but I would like to suggest that sometimes you need to perform under Circle of Control. The whole matter which you are discussing comes in Circle of Concern.
We all attached to this thread accept that this is a problem but to deal with this you need to look in a different way
1) Please be liberal at the time of giving leaves as you don’t have much to do or control in this matter
2) You can always set a clause that while attaining sick leave (for a long period more that 2 days) a person had to submit following documents
· Medical Certificate
· Prescription note of the doctor
· Bill of the medicine
The idea behind is to make the availability if leaves a little difficult, as an employee will have to gather these documents as a proof.
You can always draw a clause saying failing to submit these documents will lead to a LWP.
3) In rest of the leaves you can always ask an employee that in his / her absence who will be handling the work load. This clause also brings a little consciousness in the employees as their work load will increase and they will be accountable for the task.
After some point of time repetitive leaves from the same person will not be appreciated among their colleagues itself.
Last but not the least asks the management to highlight absenteeism as a point to be discussed when they are reviewing the performance of the subordinate.
There are various companies which follow such clause in order to check the punctuality and commitment of employees towards their responsibilities
According to me such changes should be inculcated with a very positive note in the mind of employees and they should get a clear picture at the same time the management is capable enough to watch the employees performance in every aspect.
Last but not the leat you have to ba a little tought with your employees in terms of policy enforcement.
From India, Mumbai
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