Absenteeism Dilemma: How Should We Handle Days Off Around Holidays?

If a person is absent on a day before two holidays and a weekly off, and is again absent on the next day, what action should be taken in this case?

1. Should the person be marked absent for all days, or
2. Should they be marked absent for the particular absent days?

Kindly help.

I think he should be marked absent for the whole year, and a letter of termination must be issued against him.

In the experience and relieving letters, bad remarks must be added against such employees who try to take advantage of leaves, etc., so that he does not repeat such mistakes elsewhere.

Thank you, Mr. WS, for such strict punishment, sir. I would like to see your attendance first.

Regards,

Re: Employees Attendance

I think he should be marked absent for the whole year, and a letter of termination must be issued against him. In the experience and relieving letters, bad remarks must be added against such an employee who tries to take advantage of leaves, etc., so that he does not repeat such mistakes elsewhere.

WS

More at https://www.citehr.com/299071-employ...#ixzz16NwRwM9X

I do agree with Mr. Assistant CEO. Dear Mr. WS, you must not take such a strict action. This action should be taken only in the case of a scam or any illegal conduct. An employee can take leave; there is nothing illegal about it. They have the right to take leave. One thing you can do is follow your company policy. Additionally, HR is a high position. When you are at the top, you need to make decisions carefully and after looking into the matter.

If an employee has taken a one-day leave prior to a two-day holiday and still absents himself upon completion of leave, there will be two conditions:

(i) He should inform his office about the absenteeism.
(ii) If he fails to inform, he will need to submit a leave application only for the absentee period.

Immediate Officer Action:
The officer will scrutinize and satisfy himself with the reason mentioned on the leave application. If not satisfied, he should verify the same and write a suitable remark on the leave application for future action, considering whether the individual is a habitual offender or not.

Regards,
OP Sah

It is essential to determine the appropriate action to address the leave taken so that the individual does not repeat the same mistake in the future.

In response to bendugade's query, I am also curious to understand whether the individual in question will be marked absent on both the day before the holiday, the weekly off, and the day after the holidays, or for all five days, including holidays.

Your assistance in clarifying this matter would be greatly appreciated.

Thank you.

I really suggest that the employee should be warned by his/her reporting manager. If the leave is genuinely needed, it should be considered for loss of pay. If this is repeatedly done, there should be disciplinary action taken against him.

Regards,
Jasprit Singh

I would like to inform you that if we take strict solutions, it may not benefit employee motivation and could go against the company's HR policy. The first step should be to identify the reasons for absenteeism and review the absenteeism records of specific employees for at least the last two years.

The reasons can be identified through discussions, applications, or perception letters, and then address the issues appropriately. For every employee, please issue a notice with top management approval stating that strict action will be taken if anyone takes leave without prior notification or during emergencies (the specific actions should be outlined in the notice).

HR serves as a tool for employee satisfaction and bridging the gap between vertical and horizontal communication, rather than just enforcing strict rules and regulations.

Thanks and Best Regards,

SWEET
H.R & system officer

That person cannot be marked absent for two days as per CCS rules if he is not a habitual offender. You can mark him absent for two days only if he has assured you of finishing the task during this absent period given by you. Now you can justify both the reason and initiate action accordingly.

Regards,
OP Sah