How Should HR Handle Employee Pushback on Eliminating Half-Day Leaves?

Dear Seniors, I need immediate help. I am working as an HR in a company. The employees in my company, once in a while, used to take half-day leaves or leave an hour early (which I thought was natural and happens in every company).

Yesterday morning, the management held a meeting with the HR team and announced that the half-day system is to be discontinued in the company. Half-day leaves or an hour early leave will not be granted to employees henceforth. If an employee wishes to take half a day off or leave early, they must take the entire day off and inform the HR team the day before.

Additionally, the management instructed the HR team to create a notice regarding this change and inform the employees. We have complied with this directive. Now, the employees are expressing opposition to the management and HR, stating that they require the half-day system or an alternative because they do not take such leaves intentionally but out of personal and unavoidable necessity that they cannot neglect just because they are working. I personally support the employees but have not conveyed this openly or commented on their statements.

Queries Regarding Half-Day Leave Policy

Now, my queries are:

1) Is there actually a common practice or system of half-days in companies?

2) Was it within the rights of the management to eliminate this system?

3) Are there any alternatives to the half-day system as demanded by the employees?

Please advise... I am in need of an urgent response if you don't mind. :)

Regards

Is this for staff or workmen? Your management must be crazy. The world is changing towards flexible hours, and management should recognize employee issues. Taking half-day leave should not be an issue. In the manufacturing process, taking half-day leave may pose certain challenges, but they can be handled properly. Make a case, benchmark across industries, and present it to management with proper justifications. Please inquire why management doesn't support half-day leave and why you advocate for it. Base your case on these questions.

Regards,

Yes, being an HR professional, you can also check with the management for the reason they banned giving half-days. If you find their reasons to be genuine, try to convince the employees of that. Otherwise, you need to inform the management about the employees' disagreement towards the new policy and work together to find solutions.

To address your queries:

1) Is there actually a practice or system of half-days in companies?

Every company typically allows employees to take a half-day if needed, rather than requiring a full day off. In fact, nowadays, many companies encourage employees who initially request a full day off to consider taking only a half-day to return to work sooner.

2) Was it right for the management to remove this system?

Every private management firm has the authority to establish, modify, or eliminate its own rules and policies. Therefore, whether it is perceived as right or wrong, compliance is necessary.

3) Is there an alternative to the half-day system as requested by employees?

To address this, it is essential to engage with management to discuss the issue and collectively find a suitable solution.

Best wishes.

Management's Decision on Half-Day Leaves

Yes, as an HR professional, you can also check with the management for the reason they banned giving half days. If you find their reasons to be genuine, try to convince the employees by explaining them. Otherwise, you need to inform the management about the employees' disagreement with the new policy and work together to find solutions.

Thanks, Jeena.

While in the meeting yesterday, my HR manager asked the management for the reason. The management responded, "We do not want the work to be affected, and since there is no company policy created on this, let's make a policy this way."

After the employees came and spoke to us, my manager and I went back to inform the management about the employees' disagreement. The management reiterated that their decision is final. They stated that those who want to comply can do so and asked us to implement a loss of pay for those who take half-day leaves or leave an hour early.

I am confused about what needs to be done.

I agree with Vinod. Employees are assets for an organization, and the management must be flexible towards the employees' welfare. As HR professionals, we are the intermediaries between the employees and the management. Therefore, my suggestion is that as an HR representative, you must communicate with your management about the issues at hand. While management can enforce decisions on employees, that is not the ideal way to foster loyalty within the organization.

Regards,

Then there's nothing much you can do, Karthik. You need to convince the employees by explaining why the management made this decision and ensure they comply with it. Distribute the notice of the newly implemented policy to everyone, along with a warning about Loss of Pay (LOP), and ensure you also inform new employees about it.

You must remain neutral. You should neither oppose the company nor be overly supportive of the employees. That's what an HR professional should be.

Addressing Employee Concerns About Policy Changes

If you feel the reaction of employees is negative regarding the new policy, try talking to the management once again to resolve it, as employees are the backbone of the company. Good luck!

Regards

Employee's Distress and Workplace Harassment

An employee was not granted a half-day leave and subsequently sent an email from his personal email ID to various government addresses, such as @maharashtra.gov.in, @nic.in, min.home@maharashtra.gov.in, gov.in, and @nic.in. The subject line read, "These will be my last words before I end this pathetic life." The reason cited was the repeated denial of leave, with managers allegedly stating that he is their slave, chained to the workplace until death, unable to move without their orders.

1. Is this a case of harassment in the workplace?

2. Can this be classified as a criminal offense, potentially implicating the company in the murder of an employee?

3. What actions can the government take in this matter, considering the employee's statement? Note that the employee's body has not been found, and no FIR has been filed for a missing person yet.

4. Can the employee's parents sue both the company and the multinational client?

5. How might the Indian Constitution view this matter, whether it involves an Indian company and an MNC client or falls under Indian labor laws? Is there any action the Indian government can take against the company?

Please suggest at the earliest.

Regards,
Manpreet
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