Dear infy_employee
Welcome to CiteHR.com !
Yes, there are sufficient grounds for initiating disciplinary proceedings against you. The documents you intend to submit would not stand up the scrutiny by a specialist, should the company chose to probe the matter deeper and further.
What was the actual reason for your leave ?
Why you were not able to apply for leave on genuine gounds ?
Warm regards.
From India, Delhi
1426Welcome to CiteHR.com !
Yes, there are sufficient grounds for initiating disciplinary proceedings against you. The documents you intend to submit would not stand up the scrutiny by a specialist, should the company chose to probe the matter deeper and further.
What was the actual reason for your leave ?
Why you were not able to apply for leave on genuine gounds ?
Warm regards.
From India, Delhi
Dear ????,
You should be in trouble if you do not have genuine cause for leave of absence. My suggestion would be open up with your Project Manager and give youe detail account of reason for absence and ask for pardon. I hope he/she will understand and might warn you to not to repeat this in future and may let you off. Otherwise, on the basis of in correct documents, disciplinary action might be initiated against you.
Regards
A.Ratna Sekhar
You should be in trouble if you do not have genuine cause for leave of absence. My suggestion would be open up with your Project Manager and give youe detail account of reason for absence and ask for pardon. I hope he/she will understand and might warn you to not to repeat this in future and may let you off. Otherwise, on the basis of in correct documents, disciplinary action might be initiated against you.
Regards
A.Ratna Sekhar
Hello,
Like Raj Kumar & Ratna Sekhar mentioned, the grounds for disciplinary action is already laid-out.
But I have a feeling you aren't being COMPLETELY honest with this Forum, just like you weren't with your PM. There are definitely some missing links in your story--else you would have mentioned the ACTUAL reason for the unplanned leaves [frankly I think they wouldn't have been unplanned--only unmentionable].
If you are in the RIGHT, you can expect FULL & TOTAL support form this excellent Forum. But if you want to cover-up something wrong with the advice of the members of this Forum, I think you have come to the wrong place.
And whether what you did is right or wrong is for the members of the Forum to judge--NOT YOU. This can come about ONLY IF YOU MENTION THE FULL & COMPLETE details. If you hesitate to mention all the info, you only give scope for all of us @ CiteHR to, both, mistake/doubt your intentions AND the submitted facts.
The conclusion & next step is upto you.
Rgds,
TS
From India, Hyderabad
Like Raj Kumar & Ratna Sekhar mentioned, the grounds for disciplinary action is already laid-out.
But I have a feeling you aren't being COMPLETELY honest with this Forum, just like you weren't with your PM. There are definitely some missing links in your story--else you would have mentioned the ACTUAL reason for the unplanned leaves [frankly I think they wouldn't have been unplanned--only unmentionable].
If you are in the RIGHT, you can expect FULL & TOTAL support form this excellent Forum. But if you want to cover-up something wrong with the advice of the members of this Forum, I think you have come to the wrong place.
And whether what you did is right or wrong is for the members of the Forum to judge--NOT YOU. This can come about ONLY IF YOU MENTION THE FULL & COMPLETE details. If you hesitate to mention all the info, you only give scope for all of us @ CiteHR to, both, mistake/doubt your intentions AND the submitted facts.
The conclusion & next step is upto you.
Rgds,
TS
From India, Hyderabad
Dear All,
I think something is wrong with the workplace leadership and some of the people who work there. Historically there seems to be a general acceptance of such behavior / actions otherwise it would not have come this far.
I have seen it happen once too often and have always asked the respective manager / leader on what action(s) they intend to take, usually the response is "none". This is true of most companies for reasons beyond my understanding.
I think this person at Infy is an example of this decadance that has set in, especially in the fast growing sectors such as IT/ITES, Finance, Insurance, Healthcare, etc.
Unless we as HR representatives dont act immediately, this attitude is only going to get worse to the detriment of all.
Thx
From India, Mumbai
I think something is wrong with the workplace leadership and some of the people who work there. Historically there seems to be a general acceptance of such behavior / actions otherwise it would not have come this far.
I have seen it happen once too often and have always asked the respective manager / leader on what action(s) they intend to take, usually the response is "none". This is true of most companies for reasons beyond my understanding.
I think this person at Infy is an example of this decadance that has set in, especially in the fast growing sectors such as IT/ITES, Finance, Insurance, Healthcare, etc.
Unless we as HR representatives dont act immediately, this attitude is only going to get worse to the detriment of all.
Thx
From India, Mumbai
By the way having been in the industry for nearly 2 decades, I am fully aware of the market dynamics, workforce challenges, competition for manpower, etc. What evades me is the general lack of willingness on the part of the manager / team leadership and all the way up to nip such attitudes / behavior in the bud.
Action is initiated only if the issue at hand is so serious that no other remedy is available.
From India, Mumbai
Action is initiated only if the issue at hand is so serious that no other remedy is available.
From India, Mumbai
heloo chronic patient,
Medical emergencies/exigencies cannot be planned unless you are a chronic patient or going to have some planned surgery.
Anyway,mail me a brief write up in chronological order and let me see how i can i help you.
CK SAFAYA
Advocate & HR Consultant
From India, New Delhi
Medical emergencies/exigencies cannot be planned unless you are a chronic patient or going to have some planned surgery.
Anyway,mail me a brief write up in chronological order and let me see how i can i help you.
CK SAFAYA
Advocate & HR Consultant
From India, New Delhi
You have stated that you Boss knows that you have been "faking it".
Well, if you have been genuinely ill and have genuine documents to support your illness, you need not worry.
But as things stand and as admitted by you, Raj has correctly summarised that you could be heading for trouble.
Yes, you may be laible for disciplinary proceedings by the Co.
Vasant Nair
From India, Mumbai
Well, if you have been genuinely ill and have genuine documents to support your illness, you need not worry.
But as things stand and as admitted by you, Raj has correctly summarised that you could be heading for trouble.
Yes, you may be laible for disciplinary proceedings by the Co.
Vasant Nair
From India, Mumbai
If your scan, sonography reports and doctor's prescription corroborate the nature of illness quoted by you in your leave application, then you need not worry. BUT, if the reason/nature of illness quoted by you as against the illness mentioned in your referred documents, the disciplinary action cannot be avoided.
The reason for asking the history of illness by your PM can also be with the intntion to refer your case to some specialist for 2nd opinion to know whether you are actually fit for the job or not.
PS Dhingra
Management & Vigilance Consultant
Dhingra Group of Consultants
New Delhi
09968076381
[dcgroup1962@gmail.com]
From India, Delhi
The reason for asking the history of illness by your PM can also be with the intntion to refer your case to some specialist for 2nd opinion to know whether you are actually fit for the job or not.
PS Dhingra
Management & Vigilance Consultant
Dhingra Group of Consultants
New Delhi
09968076381
[dcgroup1962@gmail.com]
From India, Delhi
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Check LisCheck List ofr Disciplinary Proceedings Domestic Enquiry 11 Sep 09.doc