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hi this is lakshmi
First you discuss with the employees in your organisation.first find the problem where it excatly starts then try to find solution for it.give some rewards and grades to the employees try to motivate them to reach goals of organistion.adopt some rules punish them if they try to cross that rules and maintain a page in ur profile a company about the rules so that in future also u can avoid this type of problems.
i dont know whether this will sloves ur problem still i tried . iam persuding my MBA so dint have any work experience so iam open to accept remarks on my comment

From United States, Cambridge
Sonal,
We also have a small team and our work has critical deadlines which can not be missed. Our clients plan for these dates weeks in advance.
During probation, no one is granted leave except for medical emergency.
For all other cases, the leaves need to be approved and we refuse leave when work pressure does not allow for it.
People have been removed from service for taking unauthorised leave.
Recently, our team leads asked us to implement penalty of 1.5 days without pay for every case of absence without aithorisation (all team members agreed to it)
Also try explaining to employees he impact of their absence.

From India, Mumbai
My first advise would be find reasons for the employing remaining on leave. If necessary counsel & if it is out-of-fantasy or of no reason, issue warning letter/arrange substitute employee.
From India, Tiruchchirappalli
Dear Sonal,
All the experts already given their views on that matter. so Make a leave policy for your organisation and take the approval from your top management and educate to your employees about that Leave rules also. Make a clause in your Appointment letter that during probation period if any employee's performance is not up to the expectation then company will terminate them also.
Most important educate your employees about the Leave rules.
Ratikanta Rath

From India, Durgapur
HI Sonal,
Employees are always eligible to take the minimal leaves as per the Govt policy AS what i feel and the additional leaves are the ones which are unplanned like sick and planned can be attending vacation/functions/parties....
but EMPLOYER SHOULD CLEARLY COMMUNICATE THAT ----- whatever the leaves/flexibilities you take/use COMPLETING YOUR TASK WILL BE CALCULATED....make it a POWERFULL COMMUNICATION....
Regards,
Raghu

From India, Hyderabad
Hi Sonal,
The only reason seems to be the employees negligence as they are not properly warned about the actions that can be taken for repetetion of such absenteeism.If, an employee is undergoing his/her probation they are restricted to only few leaves for that period.And violation of any of the companies policies may sometimes lead to their termination also. This should be made clear to them and should intimate them about the seriousness of the issue and the actions that can be taken by the management as a result of this.This may give positive result if the message is delivered by the appropriate source.
All the best.
vijaya

From India, Hyderabad
Hi Sonal
First find out the number of hours ( productive ) the one fetches you the margin after all the overheads, that hours should be consistent for atleast six months ie., the work order hours, squeeze that to -20% ie., if a job takes 8 hrs it should be completed by 6 hrs including quality job , multiply those hours with the number of days in a month, and make it mandatory for the year that the employee must produce x hours of work for a full salary ( fix a carrot ) frankly fix some incentive ( monetary or gift coupon0
if they dont dock the minimum hours , tell them to.
Regards
James

From India, Bangalore
Dear Sonal,

I would suggest you to go for hire and fire rule.. bcoz if the probation period is going on ... only CL is authorized for the non confirmed Emp .. and if in this case employees takes personal leave.. the leaves would be counted as LWP ..

Absenteeism may have repercussions, which include:

Decrease in Productivity

* employees may be carrying an extra workload, or supporting new or replacement staff

* employees may be required to train and orientate new or replacement workers

* staff morale and employee service may suffer

Trends in Absenteeism

Surveys indicate the following generalities in absenteeism:

* The higher the rate of pay and the greater the length of service of the employee, the fewer the absences

* As an organization grows, there is a tendency towards higher rates of absenteeism

* Women are absent more frequently than men

* Single employees are absent more frequently than married employees

* Younger employees are absent more frequently than older employees

* Older employees are absent for longer periods of time than younger employees

* Unionized organizations have higher absenteeism rates than non-unionized organizations

Hope this make u understand and help you to prepare your company Leave policy.

Best Regards

Vandana sharma

From India, Calcutta
Hi,
I am not agree with vandana comment (I would suggest you to go for hire and fire rule.). This is not a solutions. First check you all policies. What are loop holes between the policy find out and take proper action.
If you have five days week. Then decide how much is working hours for a day. Calculate everybody working hours for a week for few day. Make a policy. ( ex - for 1 week - 9 hours * 5 days = 45 hours. Everybody has to complete 45 working hours for a week. If somebody working hours is 35 (10 hours - less) you can deduct 1 leave. Make a policy like that. Continue this for few months. If anybody dont bother about that then tell them we will deduct your salary.
Also try to communicate with people. What is the reason behind taking leaves.

From India, Pune
Hi,
I would also suggest that you can communicate to the probationers that if they have unauthorized leaves or take too much leaves during probation period, their confirmation will be delayed or it would have it effect in their reviews.
--------------------------
Gayathri

From India, Bangalore

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