Hi,
I am holding a generalist position in a manufacturing company where we deal with skilled and unskilled labor. We face problems related to absenteeism. People take leave without any prior notice, for long or short durations. We have a system of 18 Earned Leaves (EL) and 6 Casual Leaves (CL) per calendar year. Some employees have exceeded their leave limits, with some having taken more than 40 leaves.
Management has asked me to take disciplinary actions against them to prevent others from following the same pattern, as it could disrupt production. Can anyone provide information on the legal aspects so I can maintain discipline in the factory without facing legal complications? How should I proceed?
Thank you,
Manisha
From India, Kochi
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I am holding a generalist position in a manufacturing company where we deal with skilled and unskilled labor. We face problems related to absenteeism. People take leave without any prior notice, for long or short durations. We have a system of 18 Earned Leaves (EL) and 6 Casual Leaves (CL) per calendar year. Some employees have exceeded their leave limits, with some having taken more than 40 leaves.
Management has asked me to take disciplinary actions against them to prevent others from following the same pattern, as it could disrupt production. Can anyone provide information on the legal aspects so I can maintain discipline in the factory without facing legal complications? How should I proceed?
Thank you,
Manisha
From India, Kochi
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Hi Manisha,
As you mentioned, you are working in the manufacturing industry. How many departments are there, such as the production department, QA department, Stores department, Logistics department, R&D department, and Admin department?
Manisha, suppose customers are giving requirements to complete a certain quantity for dispatch. In that case, the department head should manage their teams to complete the work within the specified time frame. For this, HR or admin should not take the initiative and handle all these tasks. If you receive any complaints about employees from the department head, please issue an inter-office memo as a first warning. If the issue persists, escalate it to the DGM/GM - head and take the necessary action.
HERE, EMPLOYEES ARE NOT THE PROBLEM; ONLY DEPARTMENT HEADS ARE NOT MAINTAINING CONSISTENCY WITH THEIR EMPLOYEES AND ARE BEING CARELESS.
Ask the concerned department heads to communicate with their teams and finalize the matter.
I hope this clarifies your query.
Regards,
Saravana
EXE - HR
Email: sharaan47@gmail.com
From India, Madras
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6As you mentioned, you are working in the manufacturing industry. How many departments are there, such as the production department, QA department, Stores department, Logistics department, R&D department, and Admin department?
Manisha, suppose customers are giving requirements to complete a certain quantity for dispatch. In that case, the department head should manage their teams to complete the work within the specified time frame. For this, HR or admin should not take the initiative and handle all these tasks. If you receive any complaints about employees from the department head, please issue an inter-office memo as a first warning. If the issue persists, escalate it to the DGM/GM - head and take the necessary action.
HERE, EMPLOYEES ARE NOT THE PROBLEM; ONLY DEPARTMENT HEADS ARE NOT MAINTAINING CONSISTENCY WITH THEIR EMPLOYEES AND ARE BEING CARELESS.
Ask the concerned department heads to communicate with their teams and finalize the matter.
I hope this clarifies your query.
Regards,
Saravana
EXE - HR
Email: sharaan47@gmail.com
From India, Madras
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Dear Manisha,
I have more exposure in the manufacturing industry and have faced a similar problem many times.
Holding legal weapons and taking disciplinary actions is not always the correct way to control absenteeism. Some rewards and recognition programs should be established in the concern.
I suggest the following things:
1. Find out chronic workmen cases of absenteeism.
2. Find out the root level causes of absenteeism.
3. Call each individual workman and counsel them for better attendance, possibly take an undertaking in writing to improve their attendance and keep it in their personal file. This will help when reminding them in case of repetition.
4. Do a home visit, meet their family members, tell them about the absenteeism of the employee, what actions can be taken, and what consequences family members may face if they lose their job.
5. Put up a notice about absenteeism among workmen and explain to them how it hampers production, delivery, wages, etc.
6. As part of rewards and recognition, announce a cash scheme for full 100% attendance without any single paid leave in a quarter. Put up notices on the board; I feel people will try to encash the opportunity.
7. For those who have not improved, build the record by issuing warnings, show-cause notices, chargesheets, etc. Conduct an inquiry against them, and then the award will be decided by the authority.
Regards,
Bhushan Dahanukar
From India, Mumbai
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I have more exposure in the manufacturing industry and have faced a similar problem many times.
Holding legal weapons and taking disciplinary actions is not always the correct way to control absenteeism. Some rewards and recognition programs should be established in the concern.
I suggest the following things:
1. Find out chronic workmen cases of absenteeism.
2. Find out the root level causes of absenteeism.
3. Call each individual workman and counsel them for better attendance, possibly take an undertaking in writing to improve their attendance and keep it in their personal file. This will help when reminding them in case of repetition.
4. Do a home visit, meet their family members, tell them about the absenteeism of the employee, what actions can be taken, and what consequences family members may face if they lose their job.
5. Put up a notice about absenteeism among workmen and explain to them how it hampers production, delivery, wages, etc.
6. As part of rewards and recognition, announce a cash scheme for full 100% attendance without any single paid leave in a quarter. Put up notices on the board; I feel people will try to encash the opportunity.
7. For those who have not improved, build the record by issuing warnings, show-cause notices, chargesheets, etc. Conduct an inquiry against them, and then the award will be decided by the authority.
Regards,
Bhushan Dahanukar
From India, Mumbai
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DISCIPLINARY ACTIONS PROCEDURE.xls
TALENT MANAGEMENT IN MANUFACTURING INDUSTRY 1.pdf