Ours is a construction company and people will go on long leave even without leave balances. Sometimes they even abscond for few days as they are sure PM is not going to sanction his leave and come back to work. This will result in Loss of Pay / Absent. We from HR have to make a policy / develop a; process to control this. Request advice from seniors please.
From India, Mumbai
2From India, Mumbai
A clear leave policy should be announced.
One must understand the nature of workers in any industry and mould certain policies to cater for their ways of life.
By following a policy of being accommodative to great extent you can have a satisfied wok force.
Many worker in construction industry come from far away places and like to go home when some amount of money is accumulated.
They carry this cash with them for handing over to family in villages.
Festivals,marriages are important occasions for them and they will attend even if they are refused leave.So try and balance out work and leave.
Try and get bank a/cs opened for them so that money can be transferred to family.
One will have to understand their needs before framing an workable leave policy.
From India, Pune
One must understand the nature of workers in any industry and mould certain policies to cater for their ways of life.
By following a policy of being accommodative to great extent you can have a satisfied wok force.
Many worker in construction industry come from far away places and like to go home when some amount of money is accumulated.
They carry this cash with them for handing over to family in villages.
Festivals,marriages are important occasions for them and they will attend even if they are refused leave.So try and balance out work and leave.
Try and get bank a/cs opened for them so that money can be transferred to family.
One will have to understand their needs before framing an workable leave policy.
From India, Pune
Please give more details about the size of the company, where the workers hail from, etc. More teh information that you provide more precise the advice that you will get from experts.Nathrao has rightly pointed out why people may absent themselves to attend functions and go back to their families to handover cash, etc.
I vividly recall how a carpenter, who worked on the house that my father was building, used to collect his wages on Thursday evening and disappear for a few days and come back the following Monday/Tuesday after spending all the money. He lived locally but as job was not scarce, he was not worried.
From United Kingdom
I vividly recall how a carpenter, who worked on the house that my father was building, used to collect his wages on Thursday evening and disappear for a few days and come back the following Monday/Tuesday after spending all the money. He lived locally but as job was not scarce, he was not worried.
From United Kingdom
Dear Shaila,
Construction industry is little bit conservative. However, you have not written about these "people" who go on long leave. What is their designation?
It appears that you have been hiring the staff who hail from far off places. It is not possible for them to go to home frequently. Therefore, they vanish off for the couple weeks even months and then come back. This problem is common in Security or Housekeeping companies too.
Above all their thought process congealed to such an extent that salary deduction does not matter to them. Therefore, even if you make policy, I doubt whether situation will change in any way. Policy or not their absence will continue. Threat of termination also will not work because jobs at that level available in plenty. At most of the construction sites there is shortage of manpower.
One of the solutions to avoid the problem of absenteeism is to hire local staff. However, this could be costly solution. But then you need to weigh it vis-à-vis cost of work stoppage. If former is less then go ahead with hiring of local labour.
Thanks,
Dinesh Divekar
From India, Bangalore
Construction industry is little bit conservative. However, you have not written about these "people" who go on long leave. What is their designation?
It appears that you have been hiring the staff who hail from far off places. It is not possible for them to go to home frequently. Therefore, they vanish off for the couple weeks even months and then come back. This problem is common in Security or Housekeeping companies too.
Above all their thought process congealed to such an extent that salary deduction does not matter to them. Therefore, even if you make policy, I doubt whether situation will change in any way. Policy or not their absence will continue. Threat of termination also will not work because jobs at that level available in plenty. At most of the construction sites there is shortage of manpower.
One of the solutions to avoid the problem of absenteeism is to hire local staff. However, this could be costly solution. But then you need to weigh it vis-à-vis cost of work stoppage. If former is less then go ahead with hiring of local labour.
Thanks,
Dinesh Divekar
From India, Bangalore
Hello Shaila,
Like Simhan requested, pl give more details about the overall scenario.
Even though you are a construction company, it will help to gauge the situation IF you can give the size & type of construction activities you carry-out [industrial, residential, commercial, etc, etc].
And presuming you are referring to labor/unskilled manpower when you say 'people', Dinesh is absolutely right when he says "their thought process congealed to such an extent that salary deduction does not matter to them".
Their psyche is absolutely different--they live just for today......in a way, a lopsided implementation of what's mentioned in the Bhagavat Gita ['Live in the Present'].
And they are very used to....irrespective of where they come from.....living with whatever money they have without any complaints--UNLIKE most of us. [Thinking aloud, MAYBE WE have something to learn from them....calibrating our NEEDS to fit-in our resources].
So, in a single line, Policies don't mean anything to them.
Pl give more details IF you wish to have better actionable suggestions from the members.
Rgds,
TS
From India, Hyderabad
Like Simhan requested, pl give more details about the overall scenario.
Even though you are a construction company, it will help to gauge the situation IF you can give the size & type of construction activities you carry-out [industrial, residential, commercial, etc, etc].
And presuming you are referring to labor/unskilled manpower when you say 'people', Dinesh is absolutely right when he says "their thought process congealed to such an extent that salary deduction does not matter to them".
Their psyche is absolutely different--they live just for today......in a way, a lopsided implementation of what's mentioned in the Bhagavat Gita ['Live in the Present'].
And they are very used to....irrespective of where they come from.....living with whatever money they have without any complaints--UNLIKE most of us. [Thinking aloud, MAYBE WE have something to learn from them....calibrating our NEEDS to fit-in our resources].
So, in a single line, Policies don't mean anything to them.
Pl give more details IF you wish to have better actionable suggestions from the members.
Rgds,
TS
From India, Hyderabad
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