I am a newcomer to the HRM field. In my company, there was an employee who was absent from work without notifying his boss. I have to take action against him. Also, if he continues this behavior repeatedly, what further actions can I take? Kindly help me.
Thank you.
From Sri Lanka, Colombo
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2Thank you.
From Sri Lanka, Colombo
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Addressing Employee Absenteeism
The only sensible thing you should do is speak to him and understand the reason. Realize that you are an organization and you are an HR person, not a military dictator who shall be sending people to the gallows if they fail to march along the thin line of discipline your management has drawn on the ground.
I get a creepy feeling that your organization needs some competent people within its senior management and the HR department as well. Also, as a premonition, you may soon hear from one of the Employee Associations or Unions to explain your policies and procedures, specifically your disciplinary procedures.
P.S.: Labor commissioners are tightening their rules in dealing with employee grievances, so you may want to be a little careful in being too stringent with discipline.
From United Kingdom, Reading
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The only sensible thing you should do is speak to him and understand the reason. Realize that you are an organization and you are an HR person, not a military dictator who shall be sending people to the gallows if they fail to march along the thin line of discipline your management has drawn on the ground.
I get a creepy feeling that your organization needs some competent people within its senior management and the HR department as well. Also, as a premonition, you may soon hear from one of the Employee Associations or Unions to explain your policies and procedures, specifically your disciplinary procedures.
P.S.: Labor commissioners are tightening their rules in dealing with employee grievances, so you may want to be a little careful in being too stringent with discipline.
From United Kingdom, Reading
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Discipline and Absenteeism in the Workplace
Discipline is a major factor in any establishment or factory, and absenteeism without any intimation or authorization is considered a major misconduct. However, at the same time, the concerned employee should also be given the opportunity to be heard before further action is taken. Even one or half-day casual leave or sick leave can be taken without prior approval depending upon the circumstances.
An absentee should be issued a show-cause notice requesting a written explanation and may be given a warning. If a person repeats such misconduct on more than three occasions in a calendar year, it is considered habitual.
Regards,
PK Sharma
From India, Delhi
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Discipline is a major factor in any establishment or factory, and absenteeism without any intimation or authorization is considered a major misconduct. However, at the same time, the concerned employee should also be given the opportunity to be heard before further action is taken. Even one or half-day casual leave or sick leave can be taken without prior approval depending upon the circumstances.
An absentee should be issued a show-cause notice requesting a written explanation and may be given a warning. If a person repeats such misconduct on more than three occasions in a calendar year, it is considered habitual.
Regards,
PK Sharma
From India, Delhi
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It's not a big issue; we need to concentrate on the big issues of the company rather than small ones. You can give a verbal warning in the presence of his supervisor and inform him not to repeat the same mistake. If you feel that he will repeat the same behavior again and again, then follow your policy guidelines.
Thank you.
Regards,
Ashish
From India, Pune
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Thank you.
Regards,
Ashish
From India, Pune
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HR Manual (Employee Hand Book).doc