Senior Employee Leave Dispute: Should We Deduct 3 or 4 Days? Seeking HR Advice

Dear All,

Last month, one of our senior employees was on leave from Friday to Monday and resumed duty on Tuesday. We observe our weekly off on Saturday. In the last month's salary, we have deducted 4 leaves, while he claims only 3 leaves should be deducted. Although he has referred to this clause in our leave policy, he refuses to accept the policy due to his dominating nature.

I would like to seek advice from experienced HR professionals: should we deduct 3 leaves or 4 leaves? Your suggestions are appreciated.

Thank you.

Dear Sunil,

Please consider approving a 4-day leave. A rule is a rule for everyone, and even if he declines, inform him that there is no possibility to create different policies for each employee. It is a rule for all, and no one has the right to change the policy except the management.

Firstly, I would like you to send an email to all employees, copied to the CEO, COO, VP, Directors, etc., stating that all policies for the year 2011 remain the same (if there are any changes, please specify). These policies must be adhered to by every employee in our organization to enhance productivity and maintain a healthy environment. Any deviation from the policy will result in disciplinary action.

Furthermore, never engage in arguments with senior staff. This is merely advice. Always avoid verbal discussions. Sending an official email copied to your reporting head and their reporting head is always beneficial. If he does not accept the policy, explain to him that the policy applies to everyone and cannot be tailored for an individual employee. Clearly articulate that we must adhere to the company's policies.

Simply send him an email copied to the relevant official heads, stating that, as per the policy, 4 days of leave have been deducted from his account as he took leave from Friday to Saturday. Deduct it accordingly. If he responds, reiterate that it is company policy and there is no further discussion.

Even if he continues to send emails, refrain from responding. In the event of arguments, schedule a meeting, involving the HR manager, his reporting head, and any other senior personnel. Allow him to voice his concerns, and observe the repercussions he faces. If his behavior becomes unacceptable, issue a warning letter. Things will fall into place. Do not worry, my friend.

- Babu