Hi folks,
It has been observed that a few companies have granted holidays from yesterday until today due to the bandh effect, while the remaining companies are operating.
In my last organization, some employees were present even during the bandh. At that time, the present employees questioned me about how salaries would be paid and what would happen with the absent employees. They raised concerns that if salaries were given to all, what would be the value of the present employees?
If holidays had been granted, how would salaries need to be managed to prevent any disruptions?
Due to the bandh effect, employees are pressuring me for transport services, even though the workers are not requesting it. Management employees are asking for transportation and security in offices and buses, in case of any incidents.
It's quite distressing and frustrating to deal with these situations. Another example is when I organized an ESIC meeting for the staff, and the speaker was from the government ESIC department.
They asked questions such as, "If a person has two wives, how does it work?" and "Why don't ESIC doctors visit companies to provide treatment?"
There always seem to be various issues in the offices, and all employees are united except for me. I find it challenging to bring up these matters to the MD because he is emotionally sensitive due to being similar to the proprietor.
Thank you.
From India, Hyderabad
Acknowledge(0)
Amend(0)
170It has been observed that a few companies have granted holidays from yesterday until today due to the bandh effect, while the remaining companies are operating.
In my last organization, some employees were present even during the bandh. At that time, the present employees questioned me about how salaries would be paid and what would happen with the absent employees. They raised concerns that if salaries were given to all, what would be the value of the present employees?
If holidays had been granted, how would salaries need to be managed to prevent any disruptions?
Due to the bandh effect, employees are pressuring me for transport services, even though the workers are not requesting it. Management employees are asking for transportation and security in offices and buses, in case of any incidents.
It's quite distressing and frustrating to deal with these situations. Another example is when I organized an ESIC meeting for the staff, and the speaker was from the government ESIC department.
They asked questions such as, "If a person has two wives, how does it work?" and "Why don't ESIC doctors visit companies to provide treatment?"
There always seem to be various issues in the offices, and all employees are united except for me. I find it challenging to bring up these matters to the MD because he is emotionally sensitive due to being similar to the proprietor.
Thank you.
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear Mr. Ashok Negidi,
Employee claims are numerous and must align with their expectations. Human Resources must accommodate and establish schedules to address issues with employees. It is essential to exercise "patience" when making fair decisions.
Before declaring a holiday, it is crucial to formally send an "Inter-office communication" to ensure no grounds or aftereffects go unnoticed. Since this matter has been raised, promptly address it to clarify the issue (Paying employees for working on a Bandh day is not automatic; it involves risks). Engage with management to handle such decisions, especially regarding these issues. Transportation will be provided only when necessary, particularly during Bharat Bandhs, which pose risks. It is imperative to make staff and workers understand the substantial and tangible losses.
ESIC poses a common challenge for all employees. Regardless of the number of meetings or sessions conducted, employees will inevitably have queries. HR must stay updated on ESIC knowledge and respond to employee issues promptly. Remember, HR is a people-oriented role.
Thank you.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Employee claims are numerous and must align with their expectations. Human Resources must accommodate and establish schedules to address issues with employees. It is essential to exercise "patience" when making fair decisions.
Before declaring a holiday, it is crucial to formally send an "Inter-office communication" to ensure no grounds or aftereffects go unnoticed. Since this matter has been raised, promptly address it to clarify the issue (Paying employees for working on a Bandh day is not automatic; it involves risks). Engage with management to handle such decisions, especially regarding these issues. Transportation will be provided only when necessary, particularly during Bharat Bandhs, which pose risks. It is imperative to make staff and workers understand the substantial and tangible losses.
ESIC poses a common challenge for all employees. Regardless of the number of meetings or sessions conducted, employees will inevitably have queries. HR must stay updated on ESIC knowledge and respond to employee issues promptly. Remember, HR is a people-oriented role.
Thank you.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Hi Sharmila,
I agree with your comments about the importance of having "patience" as a Senior Manager. However, the question about how ESIC will take care of a situation where a person has two wives may not be valid. Managers should exercise common sense when asking questions, especially when the speaker is from outside. It is inappropriate to ask such questions after a meeting.
The Executive staff is inquiring about transport, not the production staff. It is worth noting that some office staff are arriving after 9:40 AM, even though the office opens at 9:30 AM.
I aspire to learn from Managers, but I also have empathetic feelings towards them.
Thank you.
From India, Hyderabad
Acknowledge(0)Amend(0)
I agree with your comments about the importance of having "patience" as a Senior Manager. However, the question about how ESIC will take care of a situation where a person has two wives may not be valid. Managers should exercise common sense when asking questions, especially when the speaker is from outside. It is inappropriate to ask such questions after a meeting.
The Executive staff is inquiring about transport, not the production staff. It is worth noting that some office staff are arriving after 9:40 AM, even though the office opens at 9:30 AM.
I aspire to learn from Managers, but I also have empathetic feelings towards them.
Thank you.
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi Mr. Ashok,
Agreed! The point here reflects that "A Manager" is a management person and may ask/do anything which he likes. The outsider doesn't predict that he is a manager or executive; his duty is to imply the query made by the staff.
Yes, it's too preposterous when they do not use their COMMON SENSE. Being an HR professional, you obviously feel embarrassed by flippant questions. Besides, you need to observe the behavior of your managers and develop your own management style that helps you to work well with them.
HR has the right to issue warning letters/memos, etc., to employees who are observed late to the office. Instantly, even before the issue stems to anyone, you should make sure to deal with it at ease. HR is held in pursuit to remain positive and make decisions for acute consequences anytime without affecting the (executive or production) staff.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Agreed! The point here reflects that "A Manager" is a management person and may ask/do anything which he likes. The outsider doesn't predict that he is a manager or executive; his duty is to imply the query made by the staff.
Yes, it's too preposterous when they do not use their COMMON SENSE. Being an HR professional, you obviously feel embarrassed by flippant questions. Besides, you need to observe the behavior of your managers and develop your own management style that helps you to work well with them.
HR has the right to issue warning letters/memos, etc., to employees who are observed late to the office. Instantly, even before the issue stems to anyone, you should make sure to deal with it at ease. HR is held in pursuit to remain positive and make decisions for acute consequences anytime without affecting the (executive or production) staff.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Dear Sharmila,
I targeted the employees who are coming to the office, but I am not getting support from the MD because I am reporting directly to him. As I mentioned, the issue lies with the Managers who are not well-qualified.
I have recently started at the current company, and I have made every effort to bring about change, but unfortunately, I have not succeeded. I have decided not to engage in further discussions with them and will allow them to work in their own style until the MD addresses the situation.
Thank you.
From India, Hyderabad
Acknowledge(0)Amend(0)
I targeted the employees who are coming to the office, but I am not getting support from the MD because I am reporting directly to him. As I mentioned, the issue lies with the Managers who are not well-qualified.
I have recently started at the current company, and I have made every effort to bring about change, but unfortunately, I have not succeeded. I have decided not to engage in further discussions with them and will allow them to work in their own style until the MD addresses the situation.
Thank you.
From India, Hyderabad
Acknowledge(0)Amend(0)
Mr. Ashok,
You seem to give up faster..!! No matter how profound are the cases of commotion, you've to hold up tight to your gloves. This time try speaking to your manager at an outset. Present the fact understanding the nature of these employees is borne to managers. Even though if your MD takes a blithe attitude, you may sustain to decide as you like. Hope you got the sense of what I mentioned.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
You seem to give up faster..!! No matter how profound are the cases of commotion, you've to hold up tight to your gloves. This time try speaking to your manager at an outset. Present the fact understanding the nature of these employees is borne to managers. Even though if your MD takes a blithe attitude, you may sustain to decide as you like. Hope you got the sense of what I mentioned.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Shramila,
I think we are off-topic from the bandh issue, so please suggest to me how to deal with the bandh problem.
Today, a few people came to the office, and the remaining employees are absent. My question is, "Can I mark all employees as present or not?" If I mark the absent employees as present, the present employees may question me. What should I do?
Thank you.
From India, Hyderabad
Acknowledge(0)Amend(0)
I think we are off-topic from the bandh issue, so please suggest to me how to deal with the bandh problem.
Today, a few people came to the office, and the remaining employees are absent. My question is, "Can I mark all employees as present or not?" If I mark the absent employees as present, the present employees may question me. What should I do?
Thank you.
From India, Hyderabad
Acknowledge(0)Amend(0)
Madam, We have not circulated to all staff. How to deal it ? even today night shift will start... Now the night shift employees will question me on the same.
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Ashok - You may see this as a challenge. I suggest you check with your management regarding the above-mentioned circumstance, as they would provide comprehensive guidance to the staff. Do not make a decision on your own, as it may seem unusual; instead, seeking your boss's opinion shows that you are following their instructions.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Dear Sharmila,
If the management has decided to work and the employee has not attended the office due to a bandh, you can mark them as absent or ask them to work on another day as compensation. This can be communicated by sending a circular to the employees who did not attend and cc'ing the management.
Regards,
Lakshmi
From India, Bangalore
Acknowledge(0)Amend(0)
If the management has decided to work and the employee has not attended the office due to a bandh, you can mark them as absent or ask them to work on another day as compensation. This can be communicated by sending a circular to the employees who did not attend and cc'ing the management.
Regards,
Lakshmi
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Ms. Lakshmi,
A frequent HR practice observed in most other companies is to pay compensatory offs, compensation paid to employees to adjust factors without affecting productivity. You may follow the procedure of sending a circular to the employees who are absent from work during a bandh despite being called to duty. Make sure that whatever decision is taken should be communicated to the management for further correspondence.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
A frequent HR practice observed in most other companies is to pay compensatory offs, compensation paid to employees to adjust factors without affecting productivity. You may follow the procedure of sending a circular to the employees who are absent from work during a bandh despite being called to duty. Make sure that whatever decision is taken should be communicated to the management for further correspondence.
From India, Visakhapatnam
Acknowledge(0)Amend(0)
Dear Sharmila Das,
Thank you for your reply regarding HR practices. As the bandh has been previously announced, it is the management who has to decide on the declaration of leave or work. As HR professionals, we can only suggest to the management, and once a decision is made by the management, it can be circulated. If the management has not yet decided, then the employees are put into trouble. HR can only support the right decision.
Regards,
Lakshmi
From India, Bangalore
Acknowledge(0)Amend(0)
Thank you for your reply regarding HR practices. As the bandh has been previously announced, it is the management who has to decide on the declaration of leave or work. As HR professionals, we can only suggest to the management, and once a decision is made by the management, it can be circulated. If the management has not yet decided, then the employees are put into trouble. HR can only support the right decision.
Regards,
Lakshmi
From India, Bangalore
Acknowledge(0)Amend(0)
As far as my understanding goes, from what I have read, if the company has informed all the employees that we are observing holidays on the bandh days, then the company will have to pay them normally as it is a holiday declared by the company.
Now, onto your second paragraph. Regarding your previous company, if the company has declared a bandh and the employees still showed up, they should have been asked to go back as the company had declared a holiday. In the second scenario, if the company has not given any holiday on the bandh days, then only the employees present are eligible to receive salaries, and not the others. Also, in the latter case, if the company policy allows for leave adjustment, then adjust it. Otherwise, inform them that you were absent on those days and leave cannot be adjusted. Additionally, if you have not previously informed them about the company's bandh policy, you may have to face consequences. Stay calm when facing the situation and learn from it.
From India, Calcutta
Acknowledge(0)Amend(0)
Now, onto your second paragraph. Regarding your previous company, if the company has declared a bandh and the employees still showed up, they should have been asked to go back as the company had declared a holiday. In the second scenario, if the company has not given any holiday on the bandh days, then only the employees present are eligible to receive salaries, and not the others. Also, in the latter case, if the company policy allows for leave adjustment, then adjust it. Otherwise, inform them that you were absent on those days and leave cannot be adjusted. Additionally, if you have not previously informed them about the company's bandh policy, you may have to face consequences. Stay calm when facing the situation and learn from it.
From India, Calcutta
Acknowledge(0)Amend(0)
Dear Ashok,
I am in agreement with Sharmila. Since you had not declared anything prior to the Bandh, there is no question of sanctioning any special leave to all those who were absent. Mark them absent and ask them to apply for leave. However, BEFORE DOING THIS, CONFIDE IN YOUR BOSS.
In my organization, there was mass absenteeism due to the 'shoot-at-sight' order proclaimed by the Chief Minister on TV in the aftermath of Indira Gandhi's assassination. The union demanded special casual leave. The case dragged on for years, but ultimately, the management required every employee to apply for leave for the days they were absent.
Regarding the silly questions asked by people, I would like to inform you that there are all sorts of people. Some may be doing this intentionally to enjoy your annoyance! Therefore, remain calm and polite but be firm in your views.
S.K. LIMAYE MBA/HRM
From India, New Delhi
Acknowledge(0)Amend(0)
I am in agreement with Sharmila. Since you had not declared anything prior to the Bandh, there is no question of sanctioning any special leave to all those who were absent. Mark them absent and ask them to apply for leave. However, BEFORE DOING THIS, CONFIDE IN YOUR BOSS.
In my organization, there was mass absenteeism due to the 'shoot-at-sight' order proclaimed by the Chief Minister on TV in the aftermath of Indira Gandhi's assassination. The union demanded special casual leave. The case dragged on for years, but ultimately, the management required every employee to apply for leave for the days they were absent.
Regarding the silly questions asked by people, I would like to inform you that there are all sorts of people. Some may be doing this intentionally to enjoy your annoyance! Therefore, remain calm and polite but be firm in your views.
S.K. LIMAYE MBA/HRM
From India, New Delhi
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Employee Attendance Register - 2014-15.xls
Employee Monthly Attendance.zip