Hi Jyoti,,,
I am also HR and same problem i have faced and i have implemented following solutions : -
To avoid abuse of sick leave privileges, a statement from a medical doctor or other acceptable proof may be required. Evidence to support leave for adoption-related purposes may be required. Or You can also make cross checking with doctors + medical bills + medications prescriptions
On Otherhand you can discontinue SICK LEAVE policy in company..... so your management won't get upset with you...
Any help you need feel free to ask me...
Regards,
From India, Vadodara
I am also HR and same problem i have faced and i have implemented following solutions : -
To avoid abuse of sick leave privileges, a statement from a medical doctor or other acceptable proof may be required. Evidence to support leave for adoption-related purposes may be required. Or You can also make cross checking with doctors + medical bills + medications prescriptions
On Otherhand you can discontinue SICK LEAVE policy in company..... so your management won't get upset with you...
Any help you need feel free to ask me...
Regards,
From India, Vadodara
Dear Jyothi,
In one of my managemenrt books I read recently, The author, by the way who is a renowned pschyologist, goes on to say that if an incentive is given to people, by way of our human nature, people will indulge in it.
Now if you implemented a sick leave program, then expect people to take sick leave. You have offered an incentive to get sick. Its as simple as that.
However with that said, I have to agree with some of the other dicussers on this forum, that the trends and patterns associated with these leave types will vary. Kancheri, said that perhaps the leave was not monitored previously, hence only now you are noticing a trend could be very pertinent here. I suggest you follow alot of the advice here so that you can have a good arsenal so that if a case has to be referred to arbitration, grievance or even dismissal you have all the facts in front of you.
Here in is South Afrcia our labour laws are quite different and in most cases the employees come out tops, as the case would be that alot of the HR personnel are not equiped with the right tools if not, they just don't know the HR labour law sufficiently.
M. R. S Sastry gives you various comments on why people will take this sick leave. Well I think Sastry is absolutely correct it is dialogue. You can very well draw up a graphical representation of an employee when you start to bring into account all the reasons why a person is taking so much sick leave....
Simply put, if a person is disgruntled or just hates what he or she is doing, then expect sick leave...
Sorry but it is very difficult to control and it is as blatant as that.
Regards
Ravi Naidoo
From South Africa, Pretoria
In one of my managemenrt books I read recently, The author, by the way who is a renowned pschyologist, goes on to say that if an incentive is given to people, by way of our human nature, people will indulge in it.
Now if you implemented a sick leave program, then expect people to take sick leave. You have offered an incentive to get sick. Its as simple as that.
However with that said, I have to agree with some of the other dicussers on this forum, that the trends and patterns associated with these leave types will vary. Kancheri, said that perhaps the leave was not monitored previously, hence only now you are noticing a trend could be very pertinent here. I suggest you follow alot of the advice here so that you can have a good arsenal so that if a case has to be referred to arbitration, grievance or even dismissal you have all the facts in front of you.
Here in is South Afrcia our labour laws are quite different and in most cases the employees come out tops, as the case would be that alot of the HR personnel are not equiped with the right tools if not, they just don't know the HR labour law sufficiently.
M. R. S Sastry gives you various comments on why people will take this sick leave. Well I think Sastry is absolutely correct it is dialogue. You can very well draw up a graphical representation of an employee when you start to bring into account all the reasons why a person is taking so much sick leave....
Simply put, if a person is disgruntled or just hates what he or she is doing, then expect sick leave...
Sorry but it is very difficult to control and it is as blatant as that.
Regards
Ravi Naidoo
From South Africa, Pretoria
Dear All,
Thanks for your response but the facts are as below:
1. Emp took a lot of leave previously also but not to this extent of course
2. Previously since the employees didn't need to take approval for leave the management didn't know about emp going on leave but now since the requests go to them on a regular basis, they feel its has started with the implementation of leave policy
3. Emp feel that since CL/SL are not encashed its better if they exhaust them all
4. The leave policy was implemented by me after consulting with the emp only as to what was more convenient to them
5. Emp are smart enough to take one sick leave every now and then in order to avoid giving medical certificate since it can be asked for, only if they take 3 SL in a row
How to deal with that..???
From India, Mumbai
3Thanks for your response but the facts are as below:
1. Emp took a lot of leave previously also but not to this extent of course
2. Previously since the employees didn't need to take approval for leave the management didn't know about emp going on leave but now since the requests go to them on a regular basis, they feel its has started with the implementation of leave policy
3. Emp feel that since CL/SL are not encashed its better if they exhaust them all
4. The leave policy was implemented by me after consulting with the emp only as to what was more convenient to them
5. Emp are smart enough to take one sick leave every now and then in order to avoid giving medical certificate since it can be asked for, only if they take 3 SL in a row
How to deal with that..???
From India, Mumbai
I find discussion and opinions on this query both interesting and funny.
Thanks & Regards
From India, Pune
- Good that Ms. Jyoti has offered Leaves to employees which is any ways their legal right and nobody can deny it.
- There has to be some checks and balances to ensure that Sick leaves are used as Sick Leaves only and hence there needs to be conditions like employee will have to submit Doctor’s certificate in case leave is for say two or more days etc.
- Eight days Paid Sick Leave in a year is I would say reasonably low and no one should have complaint about it, if in case eight Paid Sick Leaves are availed in a year
- HR Dept.’s responsibility is to design Policies, Rules, Processes and implementing them.
- Sanctioning of Leaves is the responsibility of concerned immediate boss or Head of the Dept. and it is not the responsibility of HR Dept. HR Dept. will only maintain the account of Leaves.
- A person sanctioning the leaves should always follow the set rules and processes and should use his discretion to sanction or deny any leave.
- If somebody is really sick and is really not in a position to attend the duty, no matter if he is not having leave Balance to his credit, he will not come for duty anyways.
- In case Leave Sanctioning Person is not satisfied with the reason given for leave, he can using his discretion deny the leave. In case employee enjoys leave in spite of denial, then employee should be marked as absent. As all are aware, frequent absence from duty can attract disciplinary action.
- In this case employees are taking lot of ‘Leaves Without Pay’. Please try and differentiate between Leave without pay and absence. ‘Leave Without Pay’ is a leave approved by the superior for genuine purpose. It is without pay either because of non availability of leave balance or because of discretion used by superior to approve the leave as without pay in spite of having leave balance. Point is sanctioning authority must be made to use his authority and discretion judiciously. If he is not satisfied with the reason for leave he should be bold enough to deny the leave. Such culture will resist employees from taking leaves without proper reasons.
- In case employee remains absent in spite of denial of leave, it will amount to ‘Unauthorized Absence’ and same can attract suitable disciplinary action.
- Very important point here is that sanctioning authorities can not go on sanctioning leaves left-right-centre and then complain that, employees are taking lot of leaves. They have authority to deny leaves.
- Any unauthorized absence needs to be dealt strictly by HR Dept.
- Attendance Bonus, Attendance Incentives can encourage employees to avoid unnecessary leaves and absence.
Thanks & Regards
From India, Pune
Ms. Jyoti,
Please go thru my earlier post carefully.
From India, Pune
Please go thru my earlier post carefully.
- You will have to prove to the management the real difference brought by introduction of Leave Policy. Check the Attendance and Leave Data of employees. Do comparison between Post Policy and Pre Policy Data and present it to Management.
- Tell Management that, anyways employees were remaining absent before also now only difference is because of Leave Applications, it is coming to your notice.
- Eight Leaves in a year is not much and should not worry you and your management.
- Educate your Management and all those sanctioning leaves to use there discretion and authority. Tell them to learn how to say ‘NO’. Be assertive. If management wants employees to take less leaves, then sanctioning authorities should curb the leaves.
- Be strict and particular about those remaining absent. Take timely disciplinary actions against them to cultivate culture of discipline and order.
- Incentives and Bonus will also encourage and reward those who are disciplined.
From India, Pune
Hi,
I addition to what she says you can also add in your leave policy that the leaves taken access to those that the employees are eligible to will effect their appraisal..
And remeber onething that new policies take some time to be implemented properly and also takes time for employees to adjust to it. So be precise and patient.. things will be as per the norms after a specific duration
QUOTE=ireach;1088523]Hello Jyoti
It would help if firstly, you have a system whereby you make producing a medical certificate mandatory. The doctor must mention that the employee was sick. Also, you must have a performance management system in place and during the performance appraisal be able to discuss any issues you have with reference to the leaves availed. Also, imperative is to ensure that your leave policy is balanced. Study the trends of why, when and how many leaves your employees avail. Then revisit your leave policy to make appropriate revisions that would take care of the employee's requirements, the employers interest, as well being legally sound.
Best Regards[/QUOTE]
From India, Ahmadabad
I addition to what she says you can also add in your leave policy that the leaves taken access to those that the employees are eligible to will effect their appraisal..
And remeber onething that new policies take some time to be implemented properly and also takes time for employees to adjust to it. So be precise and patient.. things will be as per the norms after a specific duration
QUOTE=ireach;1088523]Hello Jyoti
It would help if firstly, you have a system whereby you make producing a medical certificate mandatory. The doctor must mention that the employee was sick. Also, you must have a performance management system in place and during the performance appraisal be able to discuss any issues you have with reference to the leaves availed. Also, imperative is to ensure that your leave policy is balanced. Study the trends of why, when and how many leaves your employees avail. Then revisit your leave policy to make appropriate revisions that would take care of the employee's requirements, the employers interest, as well being legally sound.
Best Regards[/QUOTE]
From India, Ahmadabad
Interview with unconditional positive regard, empathy and congruence. After you get the facts then plan for a Annual Feedback Report. Here you ask thenm what they would like to achieve that year and you meet them quarterly to see if they are on track. If there is training required to achieve those then provide it. If the person is stil not performing, start new recruitment. When you find the replacement, then fire the irresponsible worker who has no ownership whatsover.
If he is positive and is achieving what was discussed in the AFR then keep him.
Start a suggestion scheme and Work Improvement Teams (WIT). They may give you a great idea to resolve issues on hand. Reward those good suggestions and Work Improvement projects and highlight their achievement to all in the company. Recognition is a powerful tool.
From Macao, Macau
If he is positive and is achieving what was discussed in the AFR then keep him.
Start a suggestion scheme and Work Improvement Teams (WIT). They may give you a great idea to resolve issues on hand. Reward those good suggestions and Work Improvement projects and highlight their achievement to all in the company. Recognition is a powerful tool.
From Macao, Macau
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