Absence Dilemma: Should We Deduct a Weekly Off for 5.5 Absences? Urgent Advice Needed

Dear seniors,

I need suggestions from you.

In our organization, we deduct 1 weekly off for every 6 absences.

Now, the case is 5.5 absences have accumulated for one of our employees. In this scenario, should we deduct 1 weekly off or not?

Please give me your suggestions. It's urgent.

Better, you may opt for slabs like 1-6: one weekly off, 7-12: 2 weekly offs. Then this rounding off trouble will not arise.

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Dear Akhil,

First of all, it is illegal to make that kind of deduction unless the person is continuously absent for six days. It is also permitted to deduct the weekly off if the person remains absent on the three preceding and three subsequent days of the weekly off. If the person has been absent on sporadic days in a month or year for six days, then you cannot deduct the weekly off. If the person has been absent continuously for 5.5 days, then you may deduct one day of the weekly off. Please revert if you have further doubts.

Kind regards,

Dayanand L Guddin Sr. Head - HR BOBST INDIA

Whatever you said is not correct. Try to formulate a policy as per the act that can help you maintain discipline and a code of conduct.

Dear Akhil,

I agree with Mr. Dayanand that you cannot make a deduction of a weekly off against 5.5 leaves unless it has been taken continuously or combined with already given weekly offs like Saturday and Sunday.

First of all, you need to know whether the leaves are continuous or sporadic. Second, what kind of leaves has been taken by him... scheduled/unscheduled. Third, you have to find out the nature of those leaves... sick, casual, or annual.

After considering all of the above points, one should decide on the deductions.

Please try to formulate simple leave policies in line with the laws, such as making provisions for some sick leave and annual leave for an employee within the limit of their entitlement. This will provide ease at work and help maintain disciplined leave records.

Best Regards,
Rupali Dhagat

Dear [HR Manager],

The policy you have formulated is not correct. Whatever you are doing is illegal.

Thank you

Dear Friends,

Not so long ago, I was a corporate guy. However, since September '09, I left my cushy job to join my family friend, a doctor, in setting up/expanding an old-age home and a hospital. I am very keen to visit a few MNCs' HR teams to see if they would like to participate in CSR. However, I am unsure whether I should do this now or after forming the Trust. We are an existing hospital cum old-age facility based in New Mumbai. We take care of immobile individuals, terminally ill patients, as well as those with Alzheimer's disease, Parkinson's, schizophrenia, paralysis, and hemiplegia.

Please advise whether I should approach MNCs' HR teams after forming the Trust or if I can begin the activity now.

Dear Akhil,

First of all, formulate a leave policy as per the rules applicable to your organization. Create a standard leave policy for CL, SL, PL. The above-specified practice you are following is illegal.

Regards,
Brijesh Deshmukh
brijesh.deshmukh@rediffmail.com

Hi,

I have not heard of it before. What is it really? You cannot deduct any leave from any employees against the rules of available Act or Establishment Code, etc.

Dear Akhil,

You need to amend your leave policy; it's not in line with the industry norms.

Regards,
Jai

Yes, Mr. Akhil,

Jai Sharma is right. You need to amend your leave policy according to industrial norms.

Amit Sharma