Saswatabanerjee
Partner - Risk Management
Boss2966
Industrial Relations
Ashoknegidi
Training Operations - Csr
Kumaresank
Labour & Industrial Laws
NK SUNDARAM
Soft Skill Trainer / Hr Consultant - India
Loginmiracle
Consultant & G.m.
Ratikanta
Asst Manager Hr
Dgshah
Working With Engg. Group As Sr. Manager Hr
Pradeepullanat
Consultant For Social Compliance, Factory
+4 Others

Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
Dear Seniors,
My company is a 5 day working company but in these 5 days also employees are taking a lot of leaves due to which the work is never completed and mine is a very small company with very less no. of employees therefore all work depends on them,
my director has asked me to make a policy in which they work for atleast 20 days a month the issue is to complete the work however otherwise the company does not get the money, please help me as to what can be done in this case, can such kind of policy be made??

From India, Mumbai
Hi Sonalo3,
Do one thing. Maintain a fixed number of leaves for an employee to be taken in a respective calender year. For example
Sick Leave 6
Casual Leave 6
Probation Leave 6
Vacation 5
Maternity 3
Bereavement 3
& Loss of pay -
Comp off -
So that it can help you out in stopping an employee, In taking more leaves than company allotted.
Regards,
Santosh

From India, Hyderabad
No but my questions is after the allotment of these leaves also if the person is taking leave then what?? and they dont fall in the leave approval category i.e. they are not confirmed.
From India, Mumbai
Hi,
I suggest you to find out the reason for employee taking leave. because already your company seems to be paradise havng only 5 working days.. beyond this if employees are taking additional leaves means we have to look into this as serious issue..:( may be to some employees carrot theory may work out.. for some we hv to consider stick theory..:( before that as Mr.Santosh said pls place all the HR systems and proceedures in place so that it can be rules announced to them frm mgt side. then u can take a call based on their reaction..
All the best..

From India, Madras
Hey if the employee is not confirmed then the employee comes under the probation category. so set some fixed probation leaves. hope this can solve the issue. Regards, Santosh
From India, Hyderabad
No but if their salary gets cut due to leaves they are ok with that taking leaves coz of sickness, marriages, puja and all.
From India, Mumbai
yeah even that can solve the issue. good, but plan and think carefully before implementing anything. Regards, Santosh
From India, Hyderabad
Dear Sonal
What is your company's Staff Strength?
What is your company's Leave policy?
Are the employees taking leave beyond their eligibility?
How your company planned about the Leave on Loss of Pay?
Whether your employees are obtaining leave before proceeding on leave
What is your management's view on Absenteeism
Do you have any Discipline Policy for your company
What are the punishment you are awarding for absented employees.
If you reply to these questions then it will be easy for our members to give effective reply to your querry. Otherwise the reply will be incomplete and it is as like beating around the bush.
Wish you all the best

From India, Kumbakonam
1. 20
2. leave policy is not applicable to them as none of them are confirmed
3.no eligibility
4.no planning on that can you please guide me how to plan about leave on lop
5. i didn't understand
6. they are also frustrated asked me to do something
7. no not yet.
8. no punishments as yet

From India, Mumbai
Dear Sonal

Your company's Staff strength is 20 and you are having 5 days week policy and Saturday and Sunday are holidays.

There are many threads on How to make HR Policy. Please follow those thread and prepare your Company's HR Manual. Consult your management and plan Pre-employment procedures, Interview pattern being adopted, Appointment Procedure, Employment on Probation, Training and Development Programmes, Leave, Absent/absconding, LTA, Promotion, Discipline Policy with Minor Punishment and Major Punishment, Charge Trial Procedure, Dress Code, Retrenchment, Resignation, Retirement, etc and prepare your HR Manual. If you succeed in this, then your all types of problems, without any hindrance, will easily be sorted out.

While preparing this HR manual please obtain your management's concurrence, so that, you will not face any difficulties later on. After preparation get the HR manual approved from your Managing Director/ Proprietor, so that the indisciplined staff members also will afraid to disobey the set rules. After preparation of this HR manual you can get it checked from our members who are having good experience in this field and they will help you in addition / deletion / modification in any heading.

Wish you all the best.

From India, Kumbakonam

This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2020 Cite.Co™