Dear Member,
My first point is that, if it is leave, definitely it has approval while availing itself, then the approved leave cannot be questioned. Since the staff availed many leaves previously, it can be controlled or rejected at the time of approving itself.
The point is that if the staff is habitual absentee,
the following warning letter can be given,
Pro-forma for warning letter for habitual absence,
To
…..
….
It is reported against you that you are in the habit of absenting yourself and have frequently absented causing dislocation of work, inconvenience to the colleagues and harassment to the Management.
It is pertinent to refer your absence from duties, the details of which are as under:-
(Herein give details)
Your habitual absence, which amounts to a major misconduct, eventhough for this misconduct severe punishment is recommended, You are hereby by warned for reforming yourself. Despite, you do not show any improvement in coming days, accordingly, a disciplinary action as deemed fit will be taken.
Authorised Signatory
The point is that if the leave is on false ground,
the following Charge Memo / Warning Letter can be given,
Pro-forma for charge-sheet for obtaining leave on false grounds
To
…..
….
Whereas on ……… you applied for grant of leave from …… to …… on the grounds that ……. (herein specify the grounds for which the leave was granted).
And whereas considering the justification of your going on leave on the basis of the grounds / reasons mentioned in your application, the leave as applied for, was granted to you. But later on, it was found that the grounds on which the leave was applied for and obtained were false.
Now, therefore, you are hereby called upon to show cause as to why a disciplinary action should not be taken against you. You are required to submit your explanation in writing within …… days of the receipt of this charge-sheet, failing which appropriate disciplinary action will be taken against you without making any further reference to you in this behalf.
Authorised Signatory