What action can be taken if an employee takes leave without informing, despite having already received a warning?
From India, Bengaluru
From India, Bengaluru
Hi,
It depends on the situation. If 1st warning is already issued you may issue second warning letter referring the first warning letter. However if the employee is habitually availing leave without information for longer days then you may issue a show cause letter and if the reply from the employee is not convincing proceed with suspension pending enquiry. But I would suggest to keep these measure as a last resort.
From India, Madras
956It depends on the situation. If 1st warning is already issued you may issue second warning letter referring the first warning letter. However if the employee is habitually availing leave without information for longer days then you may issue a show cause letter and if the reply from the employee is not convincing proceed with suspension pending enquiry. But I would suggest to keep these measure as a last resort.
From India, Madras
Hey hi!
Firstly, convey the company’s disciplinary policies to your employee and the employee should be informed clearly of the consequences - following with 2 warning letters!
Secondly, if everything fails, understand the aspects, that is making your employee to commit such a rogue case - in most of the scenario, this solves the problem!
And if everything fails;
TERMINATION, DEMOTION, SUSPENSION are your last resort!
From India, Kolkata
Firstly, convey the company’s disciplinary policies to your employee and the employee should be informed clearly of the consequences - following with 2 warning letters!
Secondly, if everything fails, understand the aspects, that is making your employee to commit such a rogue case - in most of the scenario, this solves the problem!
And if everything fails;
TERMINATION, DEMOTION, SUSPENSION are your last resort!
From India, Kolkata
Dear Jain Heights
Greetings
If an employee takes leave without informing their employer, despite already receiving a warning, the company can take further disciplinary action, which could include a more serious written warning, suspension, or even termination depending on the company policy, the severity of the situation, and the employee's past disciplinary record.
Do keep these things in rememberance before taking any action
Review company policy:
Always refer to your company's employee handbook to understand the established procedures for addressing unauthorized absences and the potential disciplinary actions associated with them.
Document everything
Meet with the employee
Progressive discipline
if this happens regularly with the same employee after written warning , Send a suspension notice with serious note of which will lead to termination and mention it will be intimated as No call No show which will affect his further career with any company in future.Suspension without pay:
From India, Vijayawada
Greetings
If an employee takes leave without informing their employer, despite already receiving a warning, the company can take further disciplinary action, which could include a more serious written warning, suspension, or even termination depending on the company policy, the severity of the situation, and the employee's past disciplinary record.
Do keep these things in rememberance before taking any action
Review company policy:
Always refer to your company's employee handbook to understand the established procedures for addressing unauthorized absences and the potential disciplinary actions associated with them.
Document everything
Meet with the employee
Progressive discipline
if this happens regularly with the same employee after written warning , Send a suspension notice with serious note of which will lead to termination and mention it will be intimated as No call No show which will affect his further career with any company in future.Suspension without pay:
From India, Vijayawada
If an employee is found habitually absent to work, you may follow the following steps over the period of time:
a) Issue Advice Letter (if required, you can also have counselling session)
b) Issue of Warning Letters twice
c) Issue show cause notice, suspend him after conducting domestic enquiry (1 day, 3 days, 5 days, 10 days, 15 days and 30 days).
d) Finally, you can think of impose the punishment of dismissal.
The punishment should always be in a progressive manner in order to prove that the Management is handling the disciplinary matter in a fair and proper manner. While conducting the domestic enquiry, the EO should ensure that the principles of natural justice is absolutely followed and every fair opportunity is given to the delinquent as per Rule.
Regards,
From India, Chennai
a) Issue Advice Letter (if required, you can also have counselling session)
b) Issue of Warning Letters twice
c) Issue show cause notice, suspend him after conducting domestic enquiry (1 day, 3 days, 5 days, 10 days, 15 days and 30 days).
d) Finally, you can think of impose the punishment of dismissal.
The punishment should always be in a progressive manner in order to prove that the Management is handling the disciplinary matter in a fair and proper manner. While conducting the domestic enquiry, the EO should ensure that the principles of natural justice is absolutely followed and every fair opportunity is given to the delinquent as per Rule.
Regards,
From India, Chennai
First & foremost it should be well established, with doc.evidence to prove the employee is 'habitually' absent for more occasions. Warnings should follow. Once it's evidenced sufficiently a formal dept.inquiry shall be ordered by the competent authority and the erring employee should be represented by a union rep. If the inquiry finds he is guilty of charges the DE may recommend postponement of increment/cut, lowering his basic salary, denial of promotion etc which is normally the appropriate punishment. Repeat of same indiscipline should followed up with another DE which may recommend suspension for specific period and a capital punishment may be necessary if all these steps didn't result in behavioural changes in him.
From India, Bangalore
From India, Bangalore
Dear Jain-Heights,
If an employee takes leave without informing after receiving a warning, the following actions can be taken:
1. Communication and Investigation
o Contact the Employee: Try to reach the employee immediately via phone, text message, or other means to understand the reason for their absence and when they expect to return. If unable to contact the employee, leave a clear message asking them to respond promptly.
o Conduct an Investigation: Look into the details of the unauthorized leave, such as how long they've been away, the possible reasons, and whether there are any special circumstances. Check if there are any relevant records or witnesses.
2. Disciplinary Actions
o Issue a Written Warning: If the first warning didn't work, send a more severe written warning. Cite the previous warning and the current unauthorized leave, making it clear that this behavior is a serious violation of company policies and stating the potential consequences if it happens again.
o Suspend the Employee: For repeated offenses, a suspension without pay for a certain period might be appropriate. This could be 1 to 30 days, depending on the company's policy and the severity of the situation. Before the suspension, conduct a proper inquiry and give the employee a chance to present their case.
o Dismiss the Employee: If the employee's actions seriously disrupt the company's operations, cause significant losses, or have a history of repeated violations, termination of the employment contract may be necessary1. Ensure that the dismissal follows legal procedures and is well-documented.
3. Financial Penalties
o Deduct Wages: Deduct a portion of the employee's salary for the period of unauthorized leave. The deduction amount should be in line with the company's regulations and the length of the absence125.
o Withhold Bonuses or Incentives: If the company has a bonus or incentive system, consider withholding the employee's bonus for the relevant period or project due to their poor performance in terms of attendance and discipline.
4. Other Measures
o Require a Written Explanation: Ask the employee to provide a written explanation for their actions. This can help the company understand their perspective and also serve as a record.
o Document Everything: Keep a detailed record of all communications, warnings, investigations, and actions taken. This documentation will be useful if there are any future disputes or if the company needs to demonstrate its handling of the situation was fair and proper.
o Review Company Policies: Use this as an opportunity to review and potentially strengthen the company's leave and attendance policies to prevent similar situations in the future. Make sure all employees are aware of the policies and the consequences of violating them.
Thank you and best regards,
John Chiang
From Taiwan, Taipei
If an employee takes leave without informing after receiving a warning, the following actions can be taken:
1. Communication and Investigation
o Contact the Employee: Try to reach the employee immediately via phone, text message, or other means to understand the reason for their absence and when they expect to return. If unable to contact the employee, leave a clear message asking them to respond promptly.
o Conduct an Investigation: Look into the details of the unauthorized leave, such as how long they've been away, the possible reasons, and whether there are any special circumstances. Check if there are any relevant records or witnesses.
2. Disciplinary Actions
o Issue a Written Warning: If the first warning didn't work, send a more severe written warning. Cite the previous warning and the current unauthorized leave, making it clear that this behavior is a serious violation of company policies and stating the potential consequences if it happens again.
o Suspend the Employee: For repeated offenses, a suspension without pay for a certain period might be appropriate. This could be 1 to 30 days, depending on the company's policy and the severity of the situation. Before the suspension, conduct a proper inquiry and give the employee a chance to present their case.
o Dismiss the Employee: If the employee's actions seriously disrupt the company's operations, cause significant losses, or have a history of repeated violations, termination of the employment contract may be necessary1. Ensure that the dismissal follows legal procedures and is well-documented.
3. Financial Penalties
o Deduct Wages: Deduct a portion of the employee's salary for the period of unauthorized leave. The deduction amount should be in line with the company's regulations and the length of the absence125.
o Withhold Bonuses or Incentives: If the company has a bonus or incentive system, consider withholding the employee's bonus for the relevant period or project due to their poor performance in terms of attendance and discipline.
4. Other Measures
o Require a Written Explanation: Ask the employee to provide a written explanation for their actions. This can help the company understand their perspective and also serve as a record.
o Document Everything: Keep a detailed record of all communications, warnings, investigations, and actions taken. This documentation will be useful if there are any future disputes or if the company needs to demonstrate its handling of the situation was fair and proper.
o Review Company Policies: Use this as an opportunity to review and potentially strengthen the company's leave and attendance policies to prevent similar situations in the future. Make sure all employees are aware of the policies and the consequences of violating them.
Thank you and best regards,
John Chiang
From Taiwan, Taipei
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DISCIPLINARY ACTIONS PROCEDURE.xls
DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc