If the employer is reasonably liberal in the matter of leave sanction, such a situation would not normally arise.
8th September 2018 From India, Salem
Employer has to make clear leave policies and make all employees aware.HODs should be adviced to be liberal with leave, keeping both company and employee interest in mind.
But indiscipline should be dealt with fairly and firmly at the root itself.
Absence without prior permission and with no reasonable reason needs to be recorded and first offence -counselled firmly.Second attempt would be more serious and calls for show cause and further action as per circumstances.
9th September 2018 From India, Pune
This is not called forcefully taking leave. It is unauthorized absence from duty and invites strict action after satisfying that the absence was for compelling circumstances beyond his control. In that situation also, he should communicate forthwith on phone, mail or any other means of communication.
Depending on the facts, he can be, counselled, cautioned or warned.
9th September 2018 From India, Mumbai
Before jumping into conclusion and taking unilateral decision, it is always better to look at the track record of the employee. Check the facts of this particular issue as to what made the employee to go on 'unauthorized leave' and so on. There is no force applied or implied in this issue, so not the right term to be used.
As suggested by the learned member, your policies should speak of the way leaves are to be treated and what is unauthorized, absconding, loss of pay types and how it will be dealt.
Talk to the concerned and discuss with the management before issuing any letter to the employee. If required these can be done after coming to a clear conclusion.
Thanks and Regards
10th September 2018 From India, Hyderabad
HR & Labour relations Consultant
10th September 2018 From India, Mumbai