Staff Taking Medical Leave
Staff taking medical leave (with a Medical Certificate or sometimes unable to provide one due to not feeling well enough to visit a clinic) or emergency leave once or twice a month, is this considered frequent?
Legal Action Against Staff
Can we take any legal action against these staff members? Please advise.
Thanks & Regards,
Irene
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Staff taking medical leave (with a Medical Certificate or sometimes unable to provide one due to not feeling well enough to visit a clinic) or emergency leave once or twice a month, is this considered frequent?
Legal Action Against Staff
Can we take any legal action against these staff members? Please advise.
Thanks & Regards,
Irene
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Dear Irene,
If the staff is taking leave under emergency circumstances, you may analyze the number of leave applications received per month to determine how many were planned and how many were taken due to emergent situations. Without calculating the percentage, you cannot make any decisions.
It seems like you wrote this post suspicious of the genuineness of the "emergency" reasons. However, whether it's an emergency or not, leave applications are always approved by the HOD. If the HOD approves, why interfere in the department's internal matters?
Additionally, each employee earns leave after working for a specific number of days, which is a statutory benefit. As long as they are using their leave within their entitlement, why should the company's administration have an issue?
You even asked about taking legal action against these staff. However, taking leave is not misconduct per se. So, which law or provision would you like to use to take action?
The root of the sudden leave issue might lie elsewhere, possibly indicating low morale. Employees might lack attachment to their work or the company. If they are mentally disengaged, threats of legal action may not be effective.
As mentioned in the first paragraph, analyze the "emergency leave" situation, share details with the HODs, and work with them to find a solution within legal boundaries.
Thanks,
Dinesh Divekar
From India, Bangalore
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8071If the staff is taking leave under emergency circumstances, you may analyze the number of leave applications received per month to determine how many were planned and how many were taken due to emergent situations. Without calculating the percentage, you cannot make any decisions.
It seems like you wrote this post suspicious of the genuineness of the "emergency" reasons. However, whether it's an emergency or not, leave applications are always approved by the HOD. If the HOD approves, why interfere in the department's internal matters?
Additionally, each employee earns leave after working for a specific number of days, which is a statutory benefit. As long as they are using their leave within their entitlement, why should the company's administration have an issue?
You even asked about taking legal action against these staff. However, taking leave is not misconduct per se. So, which law or provision would you like to use to take action?
The root of the sudden leave issue might lie elsewhere, possibly indicating low morale. Employees might lack attachment to their work or the company. If they are mentally disengaged, threats of legal action may not be effective.
As mentioned in the first paragraph, analyze the "emergency leave" situation, share details with the HODs, and work with them to find a solution within legal boundaries.
Thanks,
Dinesh Divekar
From India, Bangalore
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