Archive for the ‘HR POlicy’ Category

Planning to take a break from work, Is it the right time to do so and what is the difference between taking a break and sabbatical? Well sabbatical is nothing but a leave taken from the routine work which is also used interchangeably to taking a break. There could be many reasons of taking a sabbatical like stress, work pressure, health issues so on and so forth. Some employers provide a “sabbatical policy” wherein the person is given a maximum duration to go for a leave and then join the company. Employers have taken an initiative provide this facility in order to retain the employees at the same time giving them the leeway to take a sabbatical. However, if your company doesn’t have a sabbatical policy, the only option you are left with is to resign and start afresh after a break.

We will discuss about the same in both the scenarios, which is if the policy is there and if the policy is not there. When you are planning to take a sabbatical there are certain things that has to be kept in mind:

  1. When to rejoin: When you are given a leeway, you should not take advantage of the same. And keep your manager posted about your rejoining. Where you have resigned from the job, you have to be still more vigilant on how many days of break have you taken and this gap shouldn’t be a hindrance in your career growth. So a reasonable amount of breaks has to be taken and then start your process of job search immediately.
  2.  Reason for the leave: In either case, one has to have a proper reason to explain, why he/she is taking a break from work. If the reason is not genuine enough, the employer has a prerogative to cancel the leave. However, in the other case as well, Once you plan to come  back from leave and join another company, you have to have a proper reason to explain why the gap and the reason of taking the same.
  3. Duration of sabbatical: In the former case, the companies have a stipulated duration of sabbatical policy and the employee has to abide by the rules. But, in the latter case, you have to monitor your leaves on your own. Because if the duration is too long, the chances of you getting back into any job will become less. Because, no company accepts a major gap in a career. And you have to have a genuine reason to prove your point. With a working Mother, the sabbatical can be more advantageous and they have a reason to prove.
  4. Furnish documents where required: There could be health reason for the sabbatical, so make sure you maintain all the documents of the same and furnish at the time of rejoining or joining a new company. Without relevant medical documents, no company accepts your reason for the leave and that again could be a problem in your career.
  5. Leave on a positive note: If you are going for a sabbatical from the company or otherwise, always make it a point to leave on good terms and positive note. In case you are resigning the job, you still stand a chance to rejoin when you get back from leave. And so reassure you boss that this is purely due to personal or medical reasons and you would love to rejoin the company post the break, if given a chance.

So, a sabbatical if followed in a proper manner can be a breakthrough in your career, because research shows that when an employee gets back to work from a leave or break, he becomes productive and this in turn helps in their career growth.

When an employee has surpassed all the leaves and still doesn’t show up to work without any intimation on mail or call, he is considered absconding. Every company has a procedure to deal with these employees and there is a proper guideline to be followed. A step by step procedure is what is required:

  1. Try to contact: When you notice that the employee has not turned up to work without intimation, try to contact him. If his mobile is switched off, that is the first sign that the candidate might be absconding. Next step would be to check your records and search for an alternative number and try to contact them. If the alternate number is also not reachable or no answer, that’s an insinuation that you have to go ahead with the next step.
  2. Send letters: Apparently, every company has a 3 letter policy. Where in first two letters is a kind request to the candidate to report to work immediately, thereafter the 3rd letter is a warning or intimation that their services might be terminated if they don’t report to office within a stipulated time period (decided by the management). If the letters comes back to you unattended, don’t open the letter and file it in your records for future reference.
  3. Try to get information: There are cases where the candidate’s whereabouts are known to his friends or colleagues. So, try to have a one on one with their colleagues or get in touch with the friends and try to get the information. If nothing is found about him, then go ahead and initiate a termination.
  4. Termination: This would be last step, where in a termination letter has to be sent to the employee stating that after continued efforts to contact you, there have been no sign of your return, no replies of the letter and no intimation as such and so as per the policy, we have to terminate your service immediately.

This step by step process makes it easy for you also to keep a track of how many warning letters have been sent, when it was sent, so on and so forth. Keep an up to date file of all the information. SO that after 3 months or even more, if the employee comes back and claims to get his job back, you would have a proper justification of the dismissal or termination of the employee.