Termination On The Behalf Of Unauthorized Leave - CiteHR
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Respected Members
in our company one female employee usually avail the unauthorized leave due to her family problem in the last month her total present was 14 however her regular absence effect the daily oprations. please guide me can we terminate her on being regular absence if so. we its procedure,
Thanx & Regard
Gagan Jain

Dear Gagan,
Assuming that you have investigated and have valid proof to her situation, what corrective measures have you taken so far?
Absenteeism is a productivity killer. However, have you tried Work-From-Home option for her? How about offering a sabbatical for her to resolve her situation at home and rejoining you after that?
In case her situation is genuine , I would suggest , you opt for correct measures than a knee jerk action. When you make an effort to help your employees balance their lives, you are creating a far greater Employer Brand than any of your PR efforts can.
Whatever you may choose, will remain a strong communication to your existing employee base. Requesting you to choose wisely.
Looking forward to hear from you.

You must've served her at least 2 memos for such poor attendance to move to termination.
On mercy grounds, you can instead ask the employee to leave by submitting a resignation if her problem is long term and will affect her work.
If she's a good employee and she has a genuine family issue give her an ultimate timeline by when she must be able get back to work. This helps build goodwill for your company and helps for getting references during recruitment.
Termination affects an employee's long term career prospects and the person is already in some problems. So consider this only as a last resort.

Dear Dhanag,
I appreciate your suggestions, however merely serving memos are not enough. Putting the Corrective measures in place is the mark of a truly Progressive HR.
The company had spent on hiring, training and employing the lady. Hence using the situation for development would be the best example to the rest of the employees.
There are millions that are spent on employer branding, Employee Satisfaction and bonuses. However, it's the timely support that counts the most!
Rest is Gagan's choice.

As already advised above, give her opportunity to rectify her fault (by way of issuing memo/ warning letters etc.) Even after that if the situation does not improve, issue her a charge sheet, conduct a domestic enquiry and basing on the report of enquiry, take necessary action.
It shows your ineffenciency in selecting right person for the right post....
Ask her what to do when her on absence day work..
We have a cook she is regular.If she is irregular taking heavy leaves....
What happens....shall we stop eating food on those days...
Likewise in the company also..You should not terminate...ask her to resign
...thats all.

Personal problems can arise anytime and to everyone. It is in these situations that the employer support is must. Instead of taking a view of termination, employer must look at retention of employee and hand hold them to help them resolve these situation. This gesture will go a long way and create positive opinions among employees regarding the employer. It also emphasizes the need to have back up of staff who handle critical role so that the work is not hampered. If she is good in her work as suggested by others explore the opportunity to work from home and if this is not possible then give her timeline to resolve her problems. If after this also she is unable to join then it is fair to ask her to resign instead of terminating her. It is here that HR and her line manager plays a critical role. Termination is not always the resolution of all problems. It only increases negativity.

Rest it it up to you how you shall be able to convince your seniors and line managers and help resolve this situation.

I agree to most of the above responses where we need to be considerate towards an Employee.It is unfair to state that it shows your inefficiency to recruit right people...Nobody can anticipate what is in store in future and if an employee genuinely has difficulty, it is the Supervisor/ HR Manager who should speak to the person, understand the situation and then take action. As suggested above, we are Managing Human Resources in the best manner, this sets an example for other employees. Trying out flexi timing; Work from Home; Consume PL; sanction LWP for a while and only then resort to disciplinary action. Unless, the employee is not a good performed, retention should always be the outcome. As HR fraternity, we all understand how much we invest in recruiting, training and getting productivity from our employees. Yes, back up plan has to be for all roles as company work should not suffer. If there is a long term impact, then and then only employee should be asked to put in the papers and can be considered to re-employment once the personal issues are sorted out.

An additional input here, normally any disturbances at home first affect the female members of the family, be it child care, senior citizen care or any differently abled member in the family. Hence, as employers, we need to be considerate if it is an employee who has contributed towards the Organisation. Thanks for bearing with my lengthy response.

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