Dear Colleague,
I would like to share some thoughts on this.
Before penning down any policy, one must address what we want to achieve as end result. Define clearly the objectives.
Employee absence for full day or part of the day results in disruption in smooth workflow, delayed delivery -service /production
and results in customer dissatisfaction.
In my view , the policy should aim at curbing tendencies to take short/half day leave for every now and then. At the same time , should be considerate towards genuine reasons.
Therefore, as far as possible, it should facilitate planned and authorised in advance to enable making alternate arrangement.
In very exceptional and unforeseen compelling reasons, immediate intimation must be given on phone/mail.
There should be cap on half day leave, say two days in a month, beyond which it will be treated as loss of pay irrespective of leave balance or not.
For short period of absence from duty , due to late coming or early going , flexi-working should be adopted to enable making up equal working hours so lost.
Any habitual misuse of this should meet with appropriate progressive punitive action like deduction of salary/ warning /suspension etc.
Regards,
Vinayak Nagarkar
HR- Consultant