Sir,
In our company, one of our employees took a long leave without informing HR or any of his reporting managers. However, he has been working in our company for about two years and has accumulated a significant amount of paid leave and casual leave. What needs to be done in this case?
Thank you.
From India, Bengaluru
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1In our company, one of our employees took a long leave without informing HR or any of his reporting managers. However, he has been working in our company for about two years and has accumulated a significant amount of paid leave and casual leave. What needs to be done in this case?
Thank you.
From India, Bengaluru
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whether any date of absconding ? What do you mean by huge PL/CL , it must be specified First clear your each aspect of this delinquent and then ask suggestion.
From India
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From India
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Yes, more details are required. Whether he has been absent and still not reported, or he took a long leave without information but reported for duty, and you want to know whether his PL/CL can be adjusted. It is not possible to reply without specific and adequate details.
B. Saikumar
From India, Mumbai
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B. Saikumar
From India, Mumbai
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Unauthorized Absence and Disciplinary Action
Unauthorized absence (an employee absenting from his/her duty without prior permission and/or information) amounts to an act of misconduct for which he/she is liable to disciplinary action. If that is the case, please proceed with disciplinary action as stipulated in the Standing Orders or the Service Rules applicable to your establishment.
Leave Accumulation and Application
As far as leave (accumulated in the present case as stated by you) is concerned, let the managers be aware that any leave of absence is admissible only when the employee concerned applies for it as per the laid-down procedure and when it is clearly sanctioned.
Regards, Team Kritarth, Bengaluru
From India, Delhi
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Unauthorized absence (an employee absenting from his/her duty without prior permission and/or information) amounts to an act of misconduct for which he/she is liable to disciplinary action. If that is the case, please proceed with disciplinary action as stipulated in the Standing Orders or the Service Rules applicable to your establishment.
Leave Accumulation and Application
As far as leave (accumulated in the present case as stated by you) is concerned, let the managers be aware that any leave of absence is admissible only when the employee concerned applies for it as per the laid-down procedure and when it is clearly sanctioned.
Regards, Team Kritarth, Bengaluru
From India, Delhi
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If he is absent for a long period without proper authorization, issue a letter asking him to resume his duties. If he fails to comply, then you must proceed to issue a charge sheet, conduct an inquiry, and impose appropriate disciplinary action. It is crucial to follow the correct procedure diligently.
Please visit www.labourlawhub.com for more information on labor laws.
From India, Kolkata
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Please visit www.labourlawhub.com for more information on labor laws.
From India, Kolkata
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Contradictions in Leave Query
The following points are contradictory in your query:
1. Mr. X has taken a long leave, which implies it has been sanctioned by some authority.
2. Not informing HR or the Reporting Manager indicates his absence deserves disciplinary action after issuing a Show Cause Notice, Charge Sheet, and conducting an inquiry as per certified Standing Orders.
3. If he has only been working for about 2 years, will there be a substantial Paid Leave (PL) or Casual Leave (CL) in his credit? Please check. Even if some leave balance exists, when he is continuously absent without information, what is your plan?
As mentioned by other senior members, please reveal all details such as his position, whether leave was granted or not, period of absence, etc., so that members may offer suggestions.
[Email Removed For Privacy Reasons]
Thank you.
From India, Mumbai
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The following points are contradictory in your query:
1. Mr. X has taken a long leave, which implies it has been sanctioned by some authority.
2. Not informing HR or the Reporting Manager indicates his absence deserves disciplinary action after issuing a Show Cause Notice, Charge Sheet, and conducting an inquiry as per certified Standing Orders.
3. If he has only been working for about 2 years, will there be a substantial Paid Leave (PL) or Casual Leave (CL) in his credit? Please check. Even if some leave balance exists, when he is continuously absent without information, what is your plan?
As mentioned by other senior members, please reveal all details such as his position, whether leave was granted or not, period of absence, etc., so that members may offer suggestions.
[Email Removed For Privacy Reasons]
Thank you.
From India, Mumbai
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Addressing Uninformed Absenteeism in the Workplace
Absenteeism is a significant issue in the industry. It is often misconstrued that if leave days are available, an employee can take a leave of absence without prior approval. Leave must always be granted by the employer. To draw a comparison, you may have enough money in your bank account, but you still need approval before making a withdrawal.
In this case, issue a show cause notice and seek an explanation from the employee. Even if the employee is sick and bedridden, they are duty-bound to inform the employer unless they are unconscious or have suffered a heart attack. Inaction by management is also a fault. If you are in manufacturing and have certified standing orders, please refer to the misconduct guidelines. Upon obtaining a reply, proceed with an inquiry. Is it possible that the employee might be working for another company?
Regards
From India, Chennai
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Absenteeism is a significant issue in the industry. It is often misconstrued that if leave days are available, an employee can take a leave of absence without prior approval. Leave must always be granted by the employer. To draw a comparison, you may have enough money in your bank account, but you still need approval before making a withdrawal.
In this case, issue a show cause notice and seek an explanation from the employee. Even if the employee is sick and bedridden, they are duty-bound to inform the employer unless they are unconscious or have suffered a heart attack. Inaction by management is also a fault. If you are in manufacturing and have certified standing orders, please refer to the misconduct guidelines. Upon obtaining a reply, proceed with an inquiry. Is it possible that the employee might be working for another company?
Regards
From India, Chennai
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DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc