1. is the employee a confirmed employee ? 2. did he give any information reg. his absence from work in writing ? if he didnt give any information in writing about the reasons for his absence and if he has been absent from work for longer days, disciplinary action can be initiated against him by following the procedures given below. this applies only if the concerned employee is on a "confirmed status." if he is not a confirmed employee, the procedure is different.
legal procedure to be followed for initiating necessary action:
if an employee( confirmed status) is absenting from work, first of all he should be issued a "show cause notice" asking explanations why he was absent from work and why approproate disciplinary action cant be taken on him based on the standing orders of the company. if his reply is not satisfactory to the management , a domestic equiry shall be conducted and if he is proved in the enquiry that he is guilty of the charges made, a second show cause notice should be given stating why he should not be terminated from the employment and if his explanations are not satisfactory to the management and if he had been given many chances before and if his attendance track record is worse he can be terminated by the management. pl. note that labour laws in our country gives more importance to the principle of "natural justice " and it should be strictly adhered otherwise, the individual can raise an industrial dispute and the employee has bright chances to be reinstated in employment with full back benefits. hence atmost care has to be taken if a company wants to terminate an ( confirmed) employee.
