Worker Denies The Allocated Shift And Attends Duty In The Shift He Wishes

Chaitanya ji ..on the time of appointment did all clauses regarding shifts where clear to employee or not....if not then he has full rights to object on this issue....

Dear chaitanya,
Pls study his appointment letter, there are service terms and conditions included in the same, like he may call on weekly off, any shift, any location, any department as per the exigencies of work and he may accepted the same by signing the document, on that basis you can initiate the enquiry.

I still find it difficult to believe your post.
The company runs only one shift but changes the week every week. That is not possible. A shift change will require approval of factory inspector or other authorities under industrial dispute act every time. And why will someone run second shift without running first shift.
But if the person has come in a shift the Company is not operating them you do not need to pay/ him. Mark him absent and deduct the salary. Separately you can initiate disciplinary action.
But I don't think your post is true.

I too agree with Mr.Banerjees view. Until you provide clear facts of the incident it will be difficult for us give our opinion on only prediction
Adoni Suguresh
Labour Laws Consultant.

Yes. as Saswata said, you need to come out clear on facts. I thought your company is running more than one shift in a day which is common and the employee is working in the shift for which his request was denied but not in the shift to which he was assigned. Unless the facts are clearly stated, it is not possible to reply properly. The members above have raised some queries, please reply them as it may reveal some facts.
B.Saikumar

I think lot of facts are not being provided here.
One point that needs to be kept in mind is, the Working Conditions can not be changed without the approval of the Labour Department, Changes in the Standing Order or in agreement with the Worker's Union.
What are the terms and conditions of the Employment ??
Is working in such haphazard random shift, mentioned in the Appointment Letter ??
It might be better to counsel the employee, rather than taking disciplinary action. one should try to keep one's house in order first, before taking on such matters which may turn out to be counter-productive.

I dont understand where the matter of fact or false appdaring here. I just asked whether i cud get any acts in such case. Why cant it be treated as case study if not fact. And in fact that was a real incident where few operations of the plant run in one shift in one week and other shift in other week and vice versa. This operation is done just for the flexibility of materials availability. If you feel that this is not fact, just treat it as a virtual case study

Dear Chaitanya,
Please do not get offended when people raise questions. I just checked your profile and it appears that you work as a Dy Manager. People raise these questions to get a clear picture of the scenario to give precise answers. When we start assuming things, and our assumptions are wrong, we end up making an "ASS of U and ME". That's what a tutor on a management course told us.
The key question is have the workers been told in their contract that they have to work in this pattern of working and have they agreed to this or is this something new that has been devised due to the non-availability of material.
From your last post, it appears that there are other areas which work on normal shifts and only this section or some sections operate this scheme. More the information that we can give, the better the answers that we will get. It's possible that some of our experts have not come across such a situation and, hence, raise questions.

Mr. Chaitanya,
The members in this site are not sitting here to answer vague case studies. Most of us here are spending our time to share knowledge, help out with real problems and learn in the process. Perhaps you don't realise that and expect people to drop things and answer your questions when you are not willing to give full details.
Members of the forum are always willing to search and answer the questions but if you are not willing to give details, then you are going to get wrong answer, if at all

Dear Mr. Chaitanya
Hope you have gone through the above comments.
Please try to understand that even if it is Case Study, the objective is to understand the matter and find a solution, which will provide some sort of learning to others, when faced with similar situation.
Is it not the purpose ??
Now, the FACTS OF THE CASE are vital. Because it is on these that the matter is understoos and taken in to consideration, and solutions are looked for.
One can HIDE or SPPRESS the Facts which can Indentify the personalities or Company involved. This is just to maintain PRIVACY and CONFIDENTIALITY of the matter.
But my dear friend, if you START DISTORTING the Basic Facts and Circumstances of the Case, how do you expect that you will get CORRECT SOLUTION or Opinions ???
Please take some time and reflect on these pointsm before forcing your assumptions on others.
Warm regards.