PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Business Mentor, Consultant And Trainer
Partner - Risk Management
International Corporate Trainer / Hr (od)
Chief Legal Consultant
Insolvency N Gst Professional
Recruitment/talent Acquisition, Career Counselling
Retired From Air India
nathraoFirst discuss with management about the incidences of sick report cases and frequency.
Whether there were genuine or not can be found out by referring the MC to company doctor for his opinion.
If any MC is found to be fake or excessive in duration after company doctor expresses his opinion,the employee can be counselled as to effect of fake certificates on his career progression.
I am sure message will filter through and with support of HODs ,this MC disease can be controlled by firm counselling and advisory sessions.
Last resort disciplinary action can be thought off.
From India, Pune
jatin_mainiMs. Sonia !!
Greetings of the Day, In our opinion first & foremost requirement is to find out the root cause of this practice, being adopted by employees. Then try to remove or improve that Root Cause taking management into confidence, though this may test the nerves of Ur HR Cell.
Alternatively some policy can be framed with the approval of Management where incentives for such employees can be given who follow the framework of Company's leave rules & remain present throughout the year, by way of rewarding their loyality towards Company. Its almost similar to the practice as being adopted in Govt. Sectors, where loyal & excellent employees r being rewarded during annual functions.
Hope these measures will surely take care in solving ur problems of Sick Leave cases.
For more information, feel free to call at 0967 2616 784
Dinesh DivekarDear Sonia,
I can understand your problem. Unplanned absence of employees breaks the continuity of the work. I could dissatisfy the customer also. Other learned members have raised their queries on your post or given suggestion also. However, I would like to ask few more questions.
Do you have leave policy in your company? If yes, then what is the structure? How many days one can avail of earned leave and how many days sick leave? Is sick leave part of earned leave?
What is the percentage of unplanned absence?
Do you have concept of Leave Without Pay (LWP)? What is the ratio of LWP per person per month?
What is the manpower attrition rate in your company? Do you conduct the exit interviews? Has anything emerged in the exit interviews?
As a matter of suggestion, I can suggest that you may start "Attendance Bonus". If the employee attends the work on all the working days, he/she becomes eligible for the attendance bonus. In case if he/she does not attend the work even for half-day, he/she foregoes the bonus. This forfeiture of bonus should be applicable even when employee applies for the leave well in advance. Attendance bonus could increase your salary bill but it may be considered this as the business cost.
Second suggestion is on automation. Your primary cost is employee cost. Can you automate your processes to as to reduce this cost? Banking sector is going for automation in a big way. State Bank of India (SBI) has started complete human-less branch in Mumbai. Other banks are following suit. Can you do something similar?
From India, Bangalore
If an employee who is really sick, suggest him to leave the organization with honorary financial support. But if they are lying on the ground of sick, take appropriate disciplinary action against the culprit.
From India, Mumbai
saswatabanerjeeSonia, I had asked a question that seem to have disappeared from the posts. Are these people posted in USA or in india ?
From India, Mumbai
NK SUNDARAMSonia, before answering your queries, being in HR, you should know one simple thing. There is nothing called LEAVES... The leave in an organisation has no plural. Only leaf on the trees have plural which is generally called Leaves... You can call it as Leave of Absence or number of days of Leave. That is all. I know many people in various cites, domain areas, make this awful mistakes. Wherever possible, despite earning their curse, I try to correct them.
nathraoDear Shri Sundaram,
I absolutely agree with what you have pointed out-leaves.
This is but one example of poor English seen in the respected forum.
While I do agree that English is not our mother tongue,but the way posts are put up-improper words,incomplete sentences leaving other members to guess while replying.
Many posters have taken up to using SMS language,while posting queries.
All this lowers quality of answers because those who answer often have to guess-than poster meant this or that while replying/
If quality and clarity of queries increase,answers will also improve and knowledge will spread to those use the forum as a one stop for many HR problems.
Then there are certain members who want to encourage stock trading,shorting the market,earn money by copy paste.
The genuineness of the posts and offers are really open to question.
Ideally posts related to HR only should be permitted on the forum.
From India, Pune
Dinesh DivekarDear Mr NK Sundaram,
Thanks for putting forth the important mistake. This forum needs seniors like you who keep on correcting the juniors.
The error had escaped from my attention also. Earlier I too use to correct the mistakes but rather than appreciation, I started receiving the brickbats. Thereafter, stopped at pointing out the mistakes. Now I am accustomed to flood of errors.
Quality of post reflects individual's self-esteem. Nothing can be done about it.
Last but not the least, two days passed since the post has come up. So many seniors have given their views or raised further queries. However, poster of this post does not deem it fit to reply. Non-communication also speaks volumes.
From India, Bangalore
firstname.lastname@example.orgHi Sonia, You can also do 1 thing whenever medical or sick leave is repeated ask for the medical document and do verification for the same. This trend is common in US Staffing & BPO industry. Thanks.
From India, Delhi