After going through the above discussions, it is observed that there was no systematic disciplinary procedure in your organization. If systematic disciplinary procedure is in vogue in your organization, this kind of events may not happen. It also appears that your MD is also very liberal to women employees, despite the fact of giving least importance to the official work. People like you will suffer a lot. However my advise is here which may be some how useful to you.
1. First of all, you have to prepare a job chart for all the employees in HR Department, and assign functions and duties specifically to be attended to by each of the employee in HR Department.
2. Issue a circular to all employees to attend to their assigned duties without any dislocation and deviation, failing which action will be initiated against them for the lapses.
3. Get the approval of the job chart of the employees from your MD and issue circular to all staff with the approval of your MD
4. As far as the instant case, you have to prepare a detailed Note explaining the difficulties faced by you on account of frequent leaves taken by the women employee, and bring to the notice of the MD duly explaining the nature of work suffered by you on account of the irregular employee, and inform the MD that if any dislocation is happened, you will not be held responsible for the lapses committed by your co-employees, and recommend for the suitable disciplinary action.
5. If your MD did not respond, keep the work pending and bring the same to the notice of MD from time to time and solicit his orders for further action. Keep your MD informed of every incident from time to time for further action. Then you will be safe.
6. If any senior Officer over your MD, or any Managing Committee or Board of Directors, please bring all the facts to their notice through your MD and seek advise for further action.
7. Initiate disciplinary action against the women employee for her frequent apply of leaves after getting approval from your MD and taken stringent action for her UN-authorized absences.
8. In-spite of all the above actions, things are not set righted, submit note to your MD for her dismissal from service, and appointment of a suitable substitute in her place.
9. If your MD did not agree to dismiss her, ignore the entire issue, and keep her alone isolate without giving any important work to her, and manage the work with the existing employees to avoid dislocation, as such type of while elephants will be there in some of the offices, without work and continue on the special considerations by the superiors, for which we cannot do any thing on such issues.
10. Whenever your MD called for feed back on that employee, give a detailed report about all the irregular absences of that employee to higher authorities for taking action as they deem fit. Your position will then now be safe.
1. First of all, you have to prepare a job chart for all the employees in HR Department, and assign functions and duties specifically to be attended to by each of the employee in HR Department.
2. Issue a circular to all employees to attend to their assigned duties without any dislocation and deviation, failing which action will be initiated against them for the lapses.
3. Get the approval of the job chart of the employees from your MD and issue circular to all staff with the approval of your MD
4. As far as the instant case, you have to prepare a detailed Note explaining the difficulties faced by you on account of frequent leaves taken by the women employee, and bring to the notice of the MD duly explaining the nature of work suffered by you on account of the irregular employee, and inform the MD that if any dislocation is happened, you will not be held responsible for the lapses committed by your co-employees, and recommend for the suitable disciplinary action.
5. If your MD did not respond, keep the work pending and bring the same to the notice of MD from time to time and solicit his orders for further action. Keep your MD informed of every incident from time to time for further action. Then you will be safe.
6. If any senior Officer over your MD, or any Managing Committee or Board of Directors, please bring all the facts to their notice through your MD and seek advise for further action.
7. Initiate disciplinary action against the women employee for her frequent apply of leaves after getting approval from your MD and taken stringent action for her UN-authorized absences.
8. In-spite of all the above actions, things are not set righted, submit note to your MD for her dismissal from service, and appointment of a suitable substitute in her place.
9. If your MD did not agree to dismiss her, ignore the entire issue, and keep her alone isolate without giving any important work to her, and manage the work with the existing employees to avoid dislocation, as such type of while elephants will be there in some of the offices, without work and continue on the special considerations by the superiors, for which we cannot do any thing on such issues.
10. Whenever your MD called for feed back on that employee, give a detailed report about all the irregular absences of that employee to higher authorities for taking action as they deem fit. Your position will then now be safe.