Hello,
We are a service company with most of our workers covered by Shops & Establishments Act. The company's certified Standing Orders have provided 6 days of Casual Leave and 6 days of Sick Leave per year. The workers are also covered by ESI and therefore have sick leave paid by ESI, of course as per ESI rules.
We are calculating the absenteeism percentage (as one of the HR indicators) excluding the Earned Leave, Casual Leave and Sick Leave (paid by the company) from the absent days.
Our being an MNC, our principals abroad accept exclusion of EL (and other leave such as unpaid long leave authorised by the company and maternity leave not paid by the company etc.), but do not agree that CL / SL be excluded from absent days. They treat EL a equivalent to the annual leave existing in their country, but do not see CL in the same way.
I know that absent days means the days on which the employee is absent and therefore CL / SL is absent day.
But, for the pupose of measuring absenteeism, is it proper to include CL / SL as part of your % Absenteeism? Or, show the effect of CL / SL on absenteeism separately instead of showing it in your regular indicator.
(If you have 12 days of CL in your company, then for sure you have 12 days of absence per employee out of the annual working days. Knowing that it is a permanent feature unavoidable and uncontrollable, is there any point in including this in the indicator and get lost as to the actual controllable quantum of absenteeism?
What is the practice in Indian Companies?
Can I please have some views and facts about practices here?
Thanking in advance,
With Regards,
Govardhan
We are a service company with most of our workers covered by Shops & Establishments Act. The company's certified Standing Orders have provided 6 days of Casual Leave and 6 days of Sick Leave per year. The workers are also covered by ESI and therefore have sick leave paid by ESI, of course as per ESI rules.
We are calculating the absenteeism percentage (as one of the HR indicators) excluding the Earned Leave, Casual Leave and Sick Leave (paid by the company) from the absent days.
Our being an MNC, our principals abroad accept exclusion of EL (and other leave such as unpaid long leave authorised by the company and maternity leave not paid by the company etc.), but do not agree that CL / SL be excluded from absent days. They treat EL a equivalent to the annual leave existing in their country, but do not see CL in the same way.
I know that absent days means the days on which the employee is absent and therefore CL / SL is absent day.
But, for the pupose of measuring absenteeism, is it proper to include CL / SL as part of your % Absenteeism? Or, show the effect of CL / SL on absenteeism separately instead of showing it in your regular indicator.
(If you have 12 days of CL in your company, then for sure you have 12 days of absence per employee out of the annual working days. Knowing that it is a permanent feature unavoidable and uncontrollable, is there any point in including this in the indicator and get lost as to the actual controllable quantum of absenteeism?
What is the practice in Indian Companies?
Can I please have some views and facts about practices here?
Thanking in advance,
With Regards,
Govardhan