Hello Sekhar,
I think you are the best judge in your situation and surely will take the right decision considering all circumstantial factors, viz..
- Whether the employee is a habitual absentee/ takes frequent leave,( check his last 1/ 2yrs. leave records) or is it a genuine reason for which he has been absenting for 6 days... needs to be enquired.
- Please check the standing orders of your factory and then proceed to take any disciplinary action againt the employee or else it may back fire upon the HR dept. as a consequence if standing orders are any way violated.
- Before issuing a letter straight way, the best course of action is to counsel the employee, caution the employee verbally, unless of course he has already been counseled on similar grounds before, this is probably the best course of action
- If you are handling a trade Union and the employee in question is a member of that Union, please immediately keep the union secretary or his representative with whom you generally discuss ER issues , apprised of the situation so that you can take further disciplinary actions, against this employee if required, without the risk of any future IR problems.
Please take a comprehensive look at all the possible factors and take your decision appropriately.
With regards,
Probhat
I think you are the best judge in your situation and surely will take the right decision considering all circumstantial factors, viz..
- Whether the employee is a habitual absentee/ takes frequent leave,( check his last 1/ 2yrs. leave records) or is it a genuine reason for which he has been absenting for 6 days... needs to be enquired.
- Please check the standing orders of your factory and then proceed to take any disciplinary action againt the employee or else it may back fire upon the HR dept. as a consequence if standing orders are any way violated.
- Before issuing a letter straight way, the best course of action is to counsel the employee, caution the employee verbally, unless of course he has already been counseled on similar grounds before, this is probably the best course of action
- If you are handling a trade Union and the employee in question is a member of that Union, please immediately keep the union secretary or his representative with whom you generally discuss ER issues , apprised of the situation so that you can take further disciplinary actions, against this employee if required, without the risk of any future IR problems.
Please take a comprehensive look at all the possible factors and take your decision appropriately.
With regards,
Probhat