Case Study - employee takes 3-5 days of leave every month without any intimation to management

Hi.........
An employee in a company who is very good in his performance - every month he reaches his targets. But that employee takes 3-5 days of leave every month without any intimation to management. Once manager gave him a serious warning, not to repeat this. Even though he repeated the same .
So, what can we do with that employee?
Awaiting for response.
Radhika.

Hi Radhika
If he is such a good performer, you can talk to him personally, asking his problem (i.e if there is any) for which he is not showing up some days every month.
As you have mentioned that, even after getting warning letters from the management, he is repeating same thing, maybe he is having some major problems, which he is not being able to share. So just give him a chance to justify himself.
Even after that, if he continues remaining absent without furnishing reasons or notifying the management, then do treat it as a serious offense/behavioral problem, therefore show cause and terminate his employment.
Tina
________
Exec. Hr

Terminate him!!!
"Organization is Bigger than individual"
If he/she not complying with company policy even though good in his work. meeting target is responbility . (No excuse)
Keeping this kind of employee would wrongly educate good employees too.
Its better give him one more harsh/final warning, if he does again, no discussion, Just terminate him.
Regards
Admin_HR
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my point is, he should not be terminated, formally/informally we should talk to him and try to solve his problemas soon as possible.....
the problem might be unavoidable or he cant escape from that.....

Hi Radhika,
Discipline is the most important and it is the duty of HR Dept to maintain that. By doing so he is creating a bad impact on other employees also which is not good for your organisation. Ask your managememt to terminate him.
Shipra

HI to all
i am agree with shipra, but before terminate to him must given a more chance to make his attendance complete as per company norms. And HR's duty is to contact with him and discuss regarding he has any problem, if he's make sympathy with him. it will encourage.

Hi All,
I agree with everybody that such kind of behaviour can not and should not be tolerated and that it gives a bad impression to other employees about the tolerance of the management for wrong behaviours...
But the dilemna here is that the employee has been a "good performer"; if it had been a badly performing employee there would not be any hesitance to remove him/her, but to remove an employee who is good at his duties is something the management rarely agrees to..
We as HR can suggest removing him/her but then the management never agrees.. I have faced the situation myself and found no solution to the situation, however hard I tried...other than trying patiently & assertively to change the employee through emails, warnings, salary deductions, meetings etc etc...

Attitude and Dicipline is above all and is more important than the achieved targets, he has to be terminated if the case is repeated for more than 3 months now.
regards
Madan

Hi Radhika,
If employees is a good performer, you should ask the reason of taking leave bcos a employee who is performing well it may not be possible that person can be so irregular and indiscipline
you should give him one chance for managing the leave if he is not following the ruls of descipline i think yuo should terminate him .Discipline is the most important and it is the duty of HR Dept to maintain that whem one employee breaks the rules and regulations, other employees may be do the same.
Organization and employee both are important but maintain discipline is must and if you give him a chance for improving and after that warning letter this is bcos of good performance of employee and impotance of him.
i think it will help to you.
thanks and regards,
MINESH KUMARI

Hi Radhika,
I agree with all, but I have two three points as listed below:
1. No doubt employee is a good performer but not the best coz he is acheiving his targets but not trying to achieve more than that., may be the target company has set for him is easier for him to achieve and problem can be solved by giving him more work load.
2. Being an HR we should be assertive so can't fire a man without consulting and our duty is to solve to a extent his personal problems too.
3. Company discipline and norms come first, and no problem could be that much big to allow him to take 5-6 days leave without intimation.
Try consult him empathetically and then come to a decision keeping all the aspects and consequences in mind. Hope you agree.
Regards
Ruchi Shukla
HR Exec