Dinesh Divekar
Business Mentor, Consultant And Trainer
Asst.commissioner Of Labour..a.p.


Dear Seniors ,
We have an IT company in Delhi of 20 employees. We are now frustrated with unwanted and unauthorized leaves of employees. In Designer team, we hired Three designers Three months ago. Nobody can avail leaves during probation which is mentioned in our policies but from their joining all are availing 3-4 leaves in a month. We warned them but still same thing is happening. Now their probation is completed but we haven't provided them confirmation letter yet. They daily come to HR and ask to confirm but now we don't know what to do because if we terminate them then work cycle will stop and if confirm them then they will not adhere company policies which will affect on other staff members as well.
Kindly suggest with your valuable feedback. Also, share us IT Policies & Procedures Handbook.
23rd August 2017 From India, Delhi
Dear member,
You have expressed your frustration over leave that newly joined employees ask for. Now the question arises is whether you have policy on employee leave? If their absence exceeds than the authorised quota, then why you do not deduct their salary?
Second challenge is about their seriousness toward their work. Why they require 3-4 days leave each month? Have you checked genuineness of the reasons of the leave? Are they looking for job somewhere else? Because of their absence, has the work been impacted? Was there impact on customer satisfaction?
Lastly, about leave itself. In most of the IT companies, work is based as per the deadlines. if the employees are availing of their leave then are they able to meet their performance targets? Are the performance targets well-defined where there is no room for subjectivity?
Few IT companies in Bangalore, especially from SME category, have stopped counting the number of days of leave. Leave is limitless but targets so stiff that far from taking leave, employees have to work excess.
I feel that if you revise the performance targets, you could solve the problem. Partially it could be your recruitment problem also. For further discussion, feel free to contact me.
Dinesh Divekar
23rd August 2017 From India, Bangalore
Sir we have understood ur problem..but we felt sorry why you are too weak in designing performance rank. If any undertrainee is below the required attendance mark as unfit for successful trainer...
attendance is also one primary criteria even in primary schools. why not you..
go ahead..change your company norms..everything will be ok
26th August 2017 From India, Nellore
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