Leadership & Motivation
MUNNA SINGH CHOUHAN
H R Proffessioal
7th September 2013 From India, Faridabad
My Suggestion in the above senerio would be to send an letter of intend and cause show notice to the Employee
Letter of intend would serve as your tool against that employee absenteesm from the work place withour prior approvals
this may work like this
Send out an email with letter of intent to know what are his intents on returning back to work and provide him 48 hours time to respond to your email , mention on that very email that discipilary action can be taken against him due to absconding
Step 2 in case of no response .
kindly send out an email with letter of absconding and mention on that email that no releiving letter would be issued to him and further 24 hours are provided to you for your response
Terminate the employee in your System and Payrolls and send him other email thanking him for his service.
In Case he returns
request a cause : Supporting documents and he can be written up, Coached or Terminated
7th September 2013 From Netherlands, Group
First check previous record of the employee in this regard. If he habitual and problem creating to the smooth working, then proceed as per policy or ask his explanation in writing for such absence. If it is not the case, then HOD/HR should ask reason of such absence and if he is satisfied with the reasoning, then employee should be accommodated with verbal warning. Subordinates should be treated as our own children.
V K Gupta
8th September 2013 From India, Panipat
I m agree with Deepa. First of all, u should check yr terms and conditions which u have mentioned in his appointment letter and then start to check his misconduct deeply. if he/she takes only one day then it is understood that no company do not take any harsh action against it. But yes if it is repeated then first of all give him written notice, then written warning, then show cause, then charge sheet, then set a inquiry, and then after termination. This is a legal steps.
8th September 2013 From India, Surat
(a) Contact his/her for the reason of not coming.
(b) If the reason(s) is not justified (or not contactable), inform the HoD and HR. The leave accrued for the employee till then is to be adjusted with the absence.
(c) Initiate AWOL (Absent With Out Leave) proceedings (after adjusting the leave).
Duration of Absence for initiating action can be depending on the appointment and status.
9th September 2013 From India, Coimbatore
9th September 2013 From India, Lucknow
As a HR person I will make his/her Absent for that particular day. and send a Office Memo of indiscipline against company policy to employee. As an employee he/she is very well known that nos. of absenteeism and office memo will show negative effect in his/her annual employee performance ratting , Promotion & Increments.
above is basic action it can be applicable for those company where Maas people are working.
we can see this mater in another way as we got a healthy reason for taking leave without permission ( Like bed health ,seek leave, in case of emergency, etc.) from HOD/HR than we may consider that leave as a SL / LWP.(after all as a HR people we have to maintain the moral of Employees too)
Sr.Executive - HR
10th September 2013 From India, Rajkot
Absence without intimation is generally considered as unauthorised. This type of incident requires to be analysed and addressed from more angles than one :
1. FIRST - FACTS - HR to investigate and check if this was deliberate or an emergency/exigency of the concerned employee viz serious health issues to self or family members.
2. SECOND - POLICY -Does your company have a stated HR policy on how it would deal with such unauthorised absences. For e.g. some companies, if there are 3 instances of unauthorised absence may then invoke this policy and terminate the said employee. The intent is that all employees are made aware of consequences through your policy document for various acts of indiscipline. Unauthorised absence being one such event.
3. THIRD - BUSINESS - HR to discuss with the concerned dept head of the said employee to assess the impact of absence on the business in terms of client work being affected, The time and cost of replacement similar competencies. This may influence your strategy on the concerned employee.
4. FOURTH - LAW - You may like to check if there is any regulation that governs the disciplinary action and the process for doing so. For e.g is any Employment Standing order applicable to your Unit and if so, what does the standing order state regarding taking disciplinary action must be looked into.
5. FIFTH - MONEY - Generally it is advisable to treat unauthorised absence as LOP (loss of Pay) so that the employee loses some money for his acts of indiscipline.
10th September 2013 From India, Bangalore