Too Much Leaves Being Taken - CiteHR
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Dear All,

Please help me in this matter. We are 2 people in the HR department , i joined this company in Aug as Manager HR , before that one more lady is working since last 3 1/2 years, she has been quite irregular in attending office. Every month she takes atleast 8-10 days leave , which generally is LWP as she does not have any leave balance in her account. In November she applied for 2 months continuous leave as her mother was not well and taken an approval from MD . MD also approved the leaves on humanitarian grounds. Now that she has joined back in last week of January , she has again started taking leaves e.g. she took 7-9 days leaves in February by sending an sms that she is not keeping well.

Again now in Mar she has already taken more than 10 days of leave, mentioning the same reasons of not keeping well.

She never comes and discusses anything with me, i being her senior, have to unnecessarily depend on her for little work that she hardly does.

I have already discussed this with MD verbally , please help me if i can put this in writing and take a disciplinary action , she is in any case of no use even if she attends office.

Thanks for reading & helping me.

Hope I get my query solved.


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If MD is directly sanctioning the leaves with out the approval of the HOD then there won't be any control. Pl. take out all the details and forward to MD for his information and suggestion. Basing on his inputs initiate action because if you initiate action with out MD's written approval then MD may not accept and unnecessarly you have to face the consenquences.
You should meet MD with the details and also brief him that if employee in HR is not disciplined then you may not be able to initiate action on any employee and whenever you wants to take action they will raise finger against your colleague and ask for commonality among the employees.
Regards - kamesh
I have already discussed this with MD and he told verbally that we will ask her to leave , but no furtherance from his end has also been there. please suggest if i should send him a mail and take his final decision for the same.
what disciplinary action can be taken as we cannot say she has taken uninformed leaves, she only informs through sms.
You can not take any initiation, it seems to me that leaves are permitted by MD. It is advised that you should ask how to tackle with the issue in her absence. S.K.Nigam
No the MD is not intimated about the leaves she only informs me every time through sms. The MD has told her that she is reporting to me , she shld ask for leaves from me. But its high time , I can handle the situation as an undue advantage is being taken
SMS is an intimation and after reporting to duty has she obtained written permission / approval, if no then it amounts to un-authorized absence, If I am not wrong your MD only the disciplinery authority hence draft a show cause notice and ask for explanation, the show cause notice to be signed by your MD. Basing on the explanation submitted proceed.
Regards - kamesh
Dear All,
i have vast experience in such a these case ,,,,, and i am sure that there is some relation between them out of official issues and its better for Sh_dh1 to keep silent and do his work otherwise i am sure the MD will support that lady and finally Sh_dh1 will be Loser,,,,,,,,,,,,,,,,, Try to keep it up and do your best to find a good solution for this issue..
Hello Nejati,
I have also go though with many of case related to leave and in sh_dh1 case i am completely agreed with Nejati that both have some relation and that why MD is neglate this case...
So its batter to observe this case and keep passion...
This situation can be dealt in a professional manner. First of all you need to make an absence card for that employee. Make a note of all the absence she had during the current year. Now apply the absence policy
1st Instance - No action, just counselling
2nd Instance - No action, just counselling
3rd Instance - Verbal warning, Counselling
4th Instance - Written warning, Counselling, No bonus, no promotion
5th Instance - Final written warning
6th Instance - Termination
In each counselling session you need to take notes, make note of reasons for absence, time and date of meeting and who are present in the meeting. Explain absence policy. Now after final instance take all documents to MD and inform him that now the company has proper proof to dismiss the employee with 4 weeks or 1 month notice.
Although I am agreed with Mr. Netaji80 but you may issue a Show couse notice showing all absentee records availled during past 5-6 months and giving her to reply within 2 days afterthat you may discuss with MD what further action could be taken.
i have been observed in these cases action takers will be be careful.
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