Hi,
When framing the leave policy, the tone of the statement should be professional and clear. It is important to communicate the policy in a direct manner, outlining the procedures and expectations regarding leaves. While it is necessary to mention disciplinary procedures in case of violations of the rules, it can be done in a tactful and respectful manner.
If there are specific consequences for not following the leave policy, these should be mentioned explicitly to ensure transparency and understanding among employees. Providing guidance on how to request leaves, the process for approval, and the consequences of non-compliance can help in creating a well-defined and effective leave policy.
If you have any further questions or need clarification, please feel free to ask.
Best regards, [Your Name]
From India, Chennai
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2When framing the leave policy, the tone of the statement should be professional and clear. It is important to communicate the policy in a direct manner, outlining the procedures and expectations regarding leaves. While it is necessary to mention disciplinary procedures in case of violations of the rules, it can be done in a tactful and respectful manner.
If there are specific consequences for not following the leave policy, these should be mentioned explicitly to ensure transparency and understanding among employees. Providing guidance on how to request leaves, the process for approval, and the consequences of non-compliance can help in creating a well-defined and effective leave policy.
If you have any further questions or need clarification, please feel free to ask.
Best regards, [Your Name]
From India, Chennai
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Mekala S: The tone has to be specific. Disciplinary procedures are not written harshly, but perceived to be harsh. So, I would recommend you not worry about the tone, but the specific clauses and conditions leading to such procedures. The other contributors here, after me, will all recommend we use caution, etc., but I am going to stick my neck out here and state that if the HR manual is unequivocal, the employee will largely stick to the policy/procedure.
From India, Mumbai
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From India, Mumbai
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Hi, thank you for your reply. I would like to give a few examples here to find out whether it is okay.
Leave cannot be claimed as a matter of right and is sanctioned at the discretion of the Reporting Authority/Management. The Management can refuse to grant leave at any time according to the exigencies of organizational work.
Ordinarily, no employee shall absent himself or herself from work unless leave is sanctioned. Employees remaining absent without authorization shall be subject to disciplinary action.
From India, Chennai
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Leave cannot be claimed as a matter of right and is sanctioned at the discretion of the Reporting Authority/Management. The Management can refuse to grant leave at any time according to the exigencies of organizational work.
Ordinarily, no employee shall absent himself or herself from work unless leave is sanctioned. Employees remaining absent without authorization shall be subject to disciplinary action.
From India, Chennai
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If your worry is about the last line, i think its absolute correct to put that in the policy. The fact that the violation is a serious matter warranting disciplinary action should be clearly stated.
From India, Mumbai
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From India, Mumbai
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There is no need to mention disciplinary actions if the Standing Orders Act is applicable to your organization. This act takes care of unauthorized absenteeism and can't be circumvented. As far as possible, the procedure manual should be devoid of any negative inclusions.
Shrikant Prabhudesai
shrikant_pra@yahoo.com
From India, Mumbai
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Shrikant Prabhudesai
shrikant_pra@yahoo.com
From India, Mumbai
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Leave Policy.doc
DISCIPLINARY ACTIONS PROCEDURE.xls