Managing Employee Leave During Resignation
I am the Research and Development Head at our company, which is a startup with approximately 30-35 people. I manage a team of 8 employees. From the beginning, my boss gave me the authority to search for new candidates, conduct interviews, make hiring decisions, and set their salaries. He also tasked me with managing their leaves, calculating salary deductions, and more. In cases where termination is necessary, I have the authority to handle that as well. We have a female employee who works as an HR and accountant, and while she is supportive, I handle most of the responsibilities as my boss expects me to manage them.
Recently, there is an employee who has been with my team for the past 2 years. While his first year's performance was good, his quality of work dropped this year. He has taken numerous leaves, totaling 27.5 days in 9 months, with 4 extensions. It seems he does not fully understand the company's needs. Upon resigning, he took additional leave from 2nd to 6th January, exceeding the allowed duration. Despite my refusal of his subsequent leave request on 13th January due to overlapping with a teammate, HR intervened, and he was granted the leave with a commitment to return by 16th January.
The issue arose when his friend called me on a Sunday, claiming the employee was unwell and needed hospitalization, offering to provide a medical certificate (which could potentially be fake). I refrained from making any judgments, stating that I would address the matter upon his return. However, he has now been absent for 3 consecutive days without prior notice, remaining on leave. Considering his online activity, I suspect he may be enjoying leisure time with friends rather than being unwell.
What is the appropriate course of action to take regarding such behavior during his resignation period? Whose responsibility truly lies in managing leaves and similar situations?
Regards
From India, Pune
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2I am the Research and Development Head at our company, which is a startup with approximately 30-35 people. I manage a team of 8 employees. From the beginning, my boss gave me the authority to search for new candidates, conduct interviews, make hiring decisions, and set their salaries. He also tasked me with managing their leaves, calculating salary deductions, and more. In cases where termination is necessary, I have the authority to handle that as well. We have a female employee who works as an HR and accountant, and while she is supportive, I handle most of the responsibilities as my boss expects me to manage them.
Recently, there is an employee who has been with my team for the past 2 years. While his first year's performance was good, his quality of work dropped this year. He has taken numerous leaves, totaling 27.5 days in 9 months, with 4 extensions. It seems he does not fully understand the company's needs. Upon resigning, he took additional leave from 2nd to 6th January, exceeding the allowed duration. Despite my refusal of his subsequent leave request on 13th January due to overlapping with a teammate, HR intervened, and he was granted the leave with a commitment to return by 16th January.
The issue arose when his friend called me on a Sunday, claiming the employee was unwell and needed hospitalization, offering to provide a medical certificate (which could potentially be fake). I refrained from making any judgments, stating that I would address the matter upon his return. However, he has now been absent for 3 consecutive days without prior notice, remaining on leave. Considering his online activity, I suspect he may be enjoying leisure time with friends rather than being unwell.
What is the appropriate course of action to take regarding such behavior during his resignation period? Whose responsibility truly lies in managing leaves and similar situations?
Regards
From India, Pune
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Managing Employee Resignation and Leave Issues
The dearth of suitable candidates for the R&D Wing and the high attrition rate might have prompted your boss to delegate the entire responsibility of managing personnel to you. A team comprising just eight employees is manageable, as you would have plenty of opportunities for close interpersonal relations within the employment zone.
I think that apart from such a situation, your innate quality of being very considerate, even at the slightest influence by others, might have compelled you to be a "Mr. Nice" to all in the organization. Discipline is an uncompromisable aspect of employment. So, don't accept his resignation and instead call the employee to report for duty immediately. Initiate disciplinary action against him for overstaying authorized leave. If he turns up with a medical certificate, refer him to a medical board. If there is no response from him, terminate him for abandonment of services after following the due procedure. If the powers of hiring and firing are formally delegated to you, you can act as the disciplinary authority and carry out the necessary actions.
From India, Salem
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The dearth of suitable candidates for the R&D Wing and the high attrition rate might have prompted your boss to delegate the entire responsibility of managing personnel to you. A team comprising just eight employees is manageable, as you would have plenty of opportunities for close interpersonal relations within the employment zone.
I think that apart from such a situation, your innate quality of being very considerate, even at the slightest influence by others, might have compelled you to be a "Mr. Nice" to all in the organization. Discipline is an uncompromisable aspect of employment. So, don't accept his resignation and instead call the employee to report for duty immediately. Initiate disciplinary action against him for overstaying authorized leave. If he turns up with a medical certificate, refer him to a medical board. If there is no response from him, terminate him for abandonment of services after following the due procedure. If the powers of hiring and firing are formally delegated to you, you can act as the disciplinary authority and carry out the necessary actions.
From India, Salem
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DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc