Bijay_majumdar
Freelancer
Maheshfaridabad
Hr Manager
Anu_1259
Human Resource Domain
Anjali322015
Hr Manager
+3 Others

Hi There,
Employee took leave without informed to management then what action should take against that employees.
Looking forward to suggestions.
Thanks & Regards,
Anjali
HR Manager
Alexa Global Soft Tech Pvt Ltd
Ph : 0522 4081913
15th June 2015 From India, Lucknow
if 1st time then send him warning letter if 2nd time then send him hard warning letter if 3rd time them send him show cause notice
15th June 2015 From India, Faridabad
Dear Anjali
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).
Regards
15th June 2015 From India, Delhi
Anjali,
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
Training to employees is the first thing that is necessary.By Training I mean awareness to be given to employees about the policies/terms and conditions of services and welfare ,award rewards and punishments and penalties.We expect employees to act as per the policies of the organisation but employees should be first made aware of what they are expected of through training and awareness programs.Having said this, appropriate action within the limits of company policy the actions may be taken while giving the chance to employees to defend and explain their stand on violating the rules etc.
15th June 2015 From India, Vadodara
Dear Anjali

Please see this letter

FORMAT OF LETTER

WARNING LETTER

Date 18.06.2015

Mr. VINOD DHAYANI

Employee Code. B0301

Department: DESIGN

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.

Thanking you,

For ABC Ltd.

Authorized Signatory
19th June 2015 From India, Faridabad
Whether he provided any medical reasons with proof. Practically its not possible every time to have an approved leave. You can give show cause to the employee to know his version.Ensure that natural justice prevails.
Thanks,
Shashi Jha
Human Resources
19th June 2015 From India, Madras
Proceeding on leave without informing and taking prior permission of authorised superior is clearly violation of discipline and organisational working culture.
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
Thanks for all of your response! I really appreciate that. I sent him warning email to him that next time do not need to repeat.
Thanks & Regards,
Anjali
Alexa Global SoftTech Pvt Ltd
URL : Alexa Global Soft Tech – Web Development Company
8th August 2015 From India, Lucknow
Leave without permission is serious misbehaviour on the part of the employee. If it is once you can warn him orally. If he is repeated than give him a letter of warning. Issue Show cause notice seek written clarification from him. Still he continues than issue suspension letter, conduct domestic enquiry, there by you can decide to keep, transfer, demotion, with hold of increment, dismissal & termination of employee.
29th August 2015 From India, Mangaluru
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