Human Resource Domain
It depends upon the rules and policies of your organization. If there is a written policy on absenteeism, then you can imply the rule. But if not or if the employee didn't know that he/she had to inform the management, then as a HR manager and as the custodian of the intangible assets i.e. the human capital or the employees, you can make them understand.
So, as Mr. Mahesh Sharma explained in his post, you can do that.
When the employee comes back from the leave, you may have a one to one chat with him. Explain politely but firmly that every employee need to inform the management about his/her leave. Also, you may tell the employee the consequence of not taking prior permission.
Simultaneously, after the one to one discussion, write a mail to the employee giving all the details of the face to face meeting. This way, the management will also be in the loop (if they ask you what have you done).
15th June 2015 From India, Delhi
Before coming to any conclusion can you be more specific to the situation. The employee is on roll or off roll, on which position s/he is designated. Probation period is over or on probation period??
These are few factors which may affect the action.
15th June 2015 From India, Ahmadabad
15th June 2015 From India, Vadodara
Please see this letter
FORMAT OF LETTER
Mr. VINOD DHAYANI
Employee Code. B0301
Dear VINOD KUMAR DHAYANI
It is observed from our records that you have been absent from duty with effect from 10.06.2015, without any proper information. You have not obtained permission from your reporting authority or HR Department regarding your long absence. Your absence without information reflects lack of responsibility and is not befitting your role and responsibilities in the company.
You are well aware that as per the Model Standing orders / certified standing orders you are required to obtain prior permission or sanction before proceeding on any kind of leave. However, you inspite of knowing the above fact has intentionally remained absent on the above days without obtaining prior sanction of leave.
You are aware that your long absence from duty disrupts smooth operations and causes operational difficulties for the Company. Your unauthorized absence is in violation of company rules and the company takes a serious view of the same.
You are requested to report for duty upon receipt of this letter immediately failing which we will be constrained to assume that you are not interested in continuing employment with us and have abandoned your job.
For ABC Ltd.
19th June 2015 From India, Faridabad
Company leave policy must be made well known to all employees.
The HR needs to sensitise employees about leave procedure.
HOD/Managers also should be told to be helpful and give leave to employees as long as it does not hamper work.
Leave planning is a must for each department.
In the first instance of an employee pushing off on leave without sanction,he needs a verbal caution.
Subsequent leaves if any without sanction will have to be tackled as a breach of discipline.
1st July 2015 From India, Pune
29th August 2015 From India, Mangaluru