Hi everyone,
I jst want to put 1 more aspect.
Many are thinking from company point of view. But think from emplouee point.
Some or other time we hv faced the situation with us that we want to go on leave but our hod doesn't apprve may be due to some prejudice or jst like tht.
I wil only say before taking any imp step. Check both sides
From India, Mumbai
7I jst want to put 1 more aspect.
Many are thinking from company point of view. But think from emplouee point.
Some or other time we hv faced the situation with us that we want to go on leave but our hod doesn't apprve may be due to some prejudice or jst like tht.
I wil only say before taking any imp step. Check both sides
From India, Mumbai
Dera all,
This is company policy and every one has to comply with this discipline and honor it.
Any absence during normal working hours which is not covered by an approved Leave Request, including any leave is excess of the period specified by an approved Leave Request, or which is not authorized by a special and specific ruling by competent Company authority is considered Absence Without Leave (AWOL).
For HR reviewing the employees attendance records, any AWOL should be identified by Payroll Unit in HR Dept. The HR Department will verify the AWOL by discussing with the employee's supervisor, and the employee if necessary. The AWOL will be recorded in the employee's leave record. For exempt personnel who do not use Time Cards, AWOL must be reported by the employee's supervisor to higher authority and to the HR Department for similar record and action if Necessary.
Excessive AWOL will result in disciplinary action or termination. In our country, AWOL may not exceed 3 consecutive working days in one time or not exceed 6 working days in one month. The employee will be fired legally.
The record of AWOL be considered during the annual performance review or merit increase.
However, yes, it looks like the employee has his decision made to leave this company.
Best regards to CiteHr Members,
John
From China, Shanghai
This is company policy and every one has to comply with this discipline and honor it.
Any absence during normal working hours which is not covered by an approved Leave Request, including any leave is excess of the period specified by an approved Leave Request, or which is not authorized by a special and specific ruling by competent Company authority is considered Absence Without Leave (AWOL).
For HR reviewing the employees attendance records, any AWOL should be identified by Payroll Unit in HR Dept. The HR Department will verify the AWOL by discussing with the employee's supervisor, and the employee if necessary. The AWOL will be recorded in the employee's leave record. For exempt personnel who do not use Time Cards, AWOL must be reported by the employee's supervisor to higher authority and to the HR Department for similar record and action if Necessary.
Excessive AWOL will result in disciplinary action or termination. In our country, AWOL may not exceed 3 consecutive working days in one time or not exceed 6 working days in one month. The employee will be fired legally.
The record of AWOL be considered during the annual performance review or merit increase.
However, yes, it looks like the employee has his decision made to leave this company.
Best regards to CiteHr Members,
John
From China, Shanghai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Sumary of Annual Leave--Sample.x ls
Approval of Annual Leave.docx