Dear all, I have a query as I am working in a small company in Mumbai with a staff strength of 15 employees. My question is:
Scenario 1: Employees Unable to Commute Due to Weather
1) Two of our employees reside on the central line, and due to heavy rains, trains were not running, so they couldn't come to the office on two specific days. In this scenario, should we mark them as present, or what should be done?
Scenario 2: Limited Attendance Due to Weather Conditions
2) On 2 July, due to heavy rains, only 2-3 employees came to the office, as others are staying far away and couldn't make it to the office. In this case, how should we consider this? Should we mark all of them as present, or what else could be done?
As I am new in this field and there is no HR policy or rule in this company, I request all members to share their suggestions on how such situations are addressed in their respective companies.
Regards
From India, Mumbai
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1Scenario 1: Employees Unable to Commute Due to Weather
1) Two of our employees reside on the central line, and due to heavy rains, trains were not running, so they couldn't come to the office on two specific days. In this scenario, should we mark them as present, or what should be done?
Scenario 2: Limited Attendance Due to Weather Conditions
2) On 2 July, due to heavy rains, only 2-3 employees came to the office, as others are staying far away and couldn't make it to the office. In this case, how should we consider this? Should we mark all of them as present, or what else could be done?
As I am new in this field and there is no HR policy or rule in this company, I request all members to share their suggestions on how such situations are addressed in their respective companies.
Regards
From India, Mumbai
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Hi Shweta,
It is company-specific. As heavy rain and floods are natural calamities that are out of human control, the period of absence can be considered as present or approved leave, as the case may be. If your company works on international client projects, then employees may be advised to compensate on another day to complete the work assignment. There is no standard yardstick to follow.
Based on the workflow, you may recommend to your management to consider their absence as approved holiday.
From India, Madras
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It is company-specific. As heavy rain and floods are natural calamities that are out of human control, the period of absence can be considered as present or approved leave, as the case may be. If your company works on international client projects, then employees may be advised to compensate on another day to complete the work assignment. There is no standard yardstick to follow.
Based on the workflow, you may recommend to your management to consider their absence as approved holiday.
From India, Madras
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Dear Shweta,
Is the place where your company is situated not affected by rain? This depends on the employer, and there are no statutory provisions stating to provide paid leave. Consider the act of nature and the situation of your employees; your company may provide paid leave to all employees as a courtesy.
Regards,
KM
From India, Bengaluru
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Is the place where your company is situated not affected by rain? This depends on the employer, and there are no statutory provisions stating to provide paid leave. Consider the act of nature and the situation of your employees; your company may provide paid leave to all employees as a courtesy.
Regards,
KM
From India, Bengaluru
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