How Do You Manage Shift Relievers and Leave Policies in Manufacturing?

Dear Friends,

There are a few queries that I have for all of you:

1) Our organization is into the manufacture of Ophthalmic products. We have different shifts in our production department with around 20 workers in each shift.

We want to plan our manpower in such a way that even if 1-2 employees are on leave, there is a reliever who would carry out the job without letting production suffer.

Hence, I would like to know the concept of a reliever in the production department. Ideally, what should be the ratio of a reliever to workers in each shift? Is there some rule under the Factory's Act that makes it mandatory to have relievers in each shift or to maintain a certain ratio of workers to reliever?

Please advise.

2) Our Leave policy allows an employee 21 PL, 7 CL, and 7 SL. Since the absenteeism problem was quite frequent, the HR department decided to have a check on the leave given to employees. As far as PL is concerned, we have decided to give 7 PLs per quarter to employees, that too with prior permission from the concerned head.

But is it necessary for an employee to take prior permission for availing CLs? I feel this is not necessary as CLs are meant to be taken under circumstances which are not predictable beforehand.

However, my manager insists on allowing CLs only with prior approval. Please comment.

Regards,

Vinita

Hi Vinita,

Regarding CL availment, no prior permission is required. Now, concerning relievers, it is the responsibility of the production department to get the manpower sanctioned against the absenteeism prevailing in that geographical area. After the extra manpower has been sanctioned for the shift, the manpower should be provided as per the sanction.

Thank you.

As I see it, you have two options:

1. Extra staff "just in case". Two problems are immediately attendant to such a solution: A. The extra may not have the skills required; B. Extra is incurring unnecessary, unproductive costs unless he or she can be utilized efficiently.

2. "On-call" list. Qualified employees are asked to volunteer to be "on call" in the event an unexpected absence occurs. The personnel "on call" will have the right to refuse; the junior qualified will have no option.

In order for the "on-call" system to work, the person on the job at the time of the call-off/absence notification will be mandated to continue to work until the "on-call" person has arrived.

PALADIN