What should I do if an employee asks for leave for an excuse?

First of all, your company must have relevant regulations. And this provision must be publicized. (The rules could be stricter.) Then do what you do. Leave is not necessarily approved, if it is not approved, the employee will not come, and it can be treated as absenteeism.

1. If employees don't make a mistake, don't think about how to deal with it. For an employee, you have to see if he has the heart to work here, if so, then you should believe him, everyone has their own personal matters to deal with, and it is normal to ask for leave. Believing in employees is important.

Of course, for those who do not behave well and often ask for leave for nothing, it is best to talk to him to understand the situation and what the reason is so. 2. The company should have an "employee attendance management system", which can make some provisions in this "attendance management system", and there is a special management module on leave. There are many kinds of leave, my company's "Employee Attendance Management System", there are 10 kinds of leave, including personal leave, sick leave, marriage leave, bereavement leave, maternity leave, paid leave, work-related injury leave, overtime leave, etc.

Each article is very clear, and the leader just needs to act according to the system. 3. Personal leave is to deduct wages, employees come out to work to make money, if personal leave is deducted wages, they will definitely not ask for leave casually. Our company stipulates that the leave shall not exceed 15 days in a year, and if it exceeds 15 days, it will affect the bonus.

4. If the employee does have something to do and does not ask for leave, he will resign, which is very unfavorable to the company.

Frequent leave of absence can seriously hurt the productivity of a business, and managers cannot afford to let this phenomenon go unchecked and must take immediate action. Next, I sorted out the relevant content of how to deal with employees' frequent leave, and I hope you like the article!

Although it is inevitable for employees to take time off, if an employee always takes time off twice every three days on the grounds of illness and something that needs to be resolved, it cannot but be suspicious. If managers let this phenomenon go unchecked, there will be more and more cases of leave requests, and frequent leave requests will become commonplace. Therefore, managers must take effective measures in time when they encounter this phenomenon.

Performance-based pay

If you take 6 to 8 days off a month in addition to your normal vacation, of course, you have to talk to the employee. As for whether the head of the department should talk to him or HR in person, it is better to let the head of the responsible department talk first, and it is better to talk to HR later. Employees do have something to do, and they can be forgiven, if they are not busy with personal matters, can they go to the company to work overtime?

After all, it's still about work. Leave can be linked to performance and salary, on the day of personal leave. The salary will definitely be gone.

You can also set a full attendance bonus in your salary. As for the performance award, the company can stipulate that the vacation (including personal leave, sick leave, paternity leave, maternity leave, marriage leave, bereavement leave, excluding compensatory leave and annual leave) exceeds 6 days within one month, and the performance award is not enjoyed in the current month. Personal leave of more than 15 days in a year will also be linked to the year-end bonus.

Explain the leave policy

Explain to employees that the rules for asking for leave are best when they are just hired, so that they can benefit the manager's management in the future, and never wait until there is a problem to take measures. At the same time, when discussing leave with employees, they should explain each point in detail and ask if there is anything they don't understand. This prevents employees from telling you "you didn't tell me at the time" when you ask for leave in the future.

Set up a perfect attendance award

Full attendance is a way to motivate employees to show up on time:

One is monthly, 500 yuan per month (according to the nature of the company to decide how much the monthly full attendance is), one day of leave within a month and within one day is not deducted, late arrival and early departure 3 times according to one day, the cumulative leave of 2 days deducted 50%, the cumulative leave of absence full 3 days deducted all, this can be reflected in the monthly salary.

Second, at the end of the year, in addition to the year-end bonus, there will be an additional reward for attendance throughout the year, depending on the one-year leave, no more than 5 days of reward 2000 yuan, no more than 10 days of 800 yuan, more than 10 days of none.

Do you know how to deal with situations where employees take frequent time off? In the workplace, there will always be some employees who take leave at the end of three days, which makes many leaders have a headache and don't know how to deal with it. Let me share with you how to deal with the situation that employees often ask for leave, and interested friends should come and find out about it.

1.Communication:If an employee takes frequent time off, it is possible that something happened to the employee. At this time, you can communicate with the employee to understand the specific situation.

2.If an employee is not taking time off because of something big at home, then the situation should be taken seriously. If the employee has a compelling reason, let the employee do a good job of handing over the shift.

The company is the result of everyone's joint efforts.

3.Formulating a system:If you want to manage a company well, it is important to have a sound system. The system should clearly state the consequences of frequent leave, and employees should bear their own responsibility.

4.Clocking in and out:You can set up a mechanism for clocking in and out, and everyone's salary is paid according to your attendance. This reduces the number of employees taking time off.

1.Generally, companies with this situation must have a characteristic, that is, the company itself is not formal, and there is no reasonable personnel arrangement and management system. Not to mention fairness and justice.

Everyone is very arbitrary, unmanaged, or mismanaged.

2.The reason why employees keep taking leave is because there is no corresponding company system to bind them. The salary for asking for leave and not asking for leave is the same, there is no reward and punishment, and how many people will consciously stick to their posts.

At the same time, because of the leave of individual employees, the employees are not harmonious, other employees take on the work of the leave personnel but do not get more wages, and the people who take leave do not deduct their wages, the system is so unpopular, how can the company develop.

3.If we want to reduce this situation, the first thing is the system. The company's rules and regulations.

All employees are required to clock in and out of the clock. Leave requests must be based on the leave slip. If you can't write the leave slip in time, you must make it up the next day.

Absences without a leave slip will be treated as absenteeism.

4.Specifically, list how much is the salary deducted for one day of leave, how much is deducted for two days of leave, and so on, and these specific terms must be listed. After the hard system comes out, the most important thing is to implement it.

If you only formulate and do not implement, everything will be in vain.

5.Speaking of implementation, it's also easy to solve. When the salary is paid, it is assessed according to the normal attendance, and the salary of the person who asks for leave is less, and these talents will have a long memory.

In less than two months, you see that those who often ask for leave will converge a lot, and there will not be so many things to deal with anymore.

6.The system restricts people who are unconscious, and those who are really responsible for their work will not ask for leave so often because of the company's system loopholes. Therefore, the consciousness of employees is also a very important factor.

If a company can't handle it properly because of this little thing, it will eventually lead to a big disaster. In the end, it was the company that suffered. Companies with this situation hope to find and correct in time, so that the company can embark on the road of benign development as soon as possible.

Legal analysis: It is recommended that enterprises improve the leave system, from the application procedures for leave, approval procedures, rights and obligations during personal leave, and even the upper limit of personal leave within a year, etc., should be stipulated, if the employee takes too much personal leave, the enterprise can not approve, if the leave is not approved, it is absenteeism, and the employer can deal with the employee accordingly according to the attendance discipline, which is more reasonable and legally stipulated.

Legal basis: Article 4 of the Labor Contract Law of the People's Republic of China Establish and improve the leave system to protect the rights and interests of employees and fulfill their obligations. For employees who take personal leave, they will be approved for special circumstances that must be handled in person; and where there is no sufficient reason, it may not be approved.

The reasons for frequent leave are sometimes sudden or sometimes fundamental. If you have an employee who has been doing well at work but has been taking a lot of time off recently, you should talk to him and find out the cause of the problem, such as a loved one's illness, a broken relationship, family disputes, ......When you know the reason, you can be directly told that you are sympathetic to his situation, but often taking time off will affect your work. It can be suggested that he simply apply for a few days of annual leave, take care of all the affairs, and then return to the company to work.

If you can, you can let other employees know roughly why they are taking a big leave, so that other employees don't feel that the company is free to let employees take leave.

In addition, some of the other reasons for frequent leave are of an essential nature. For example, employees are not interested in work, discord with their superiors, and are naturally ......sluggishThe supervisor should take a stern attitude towards the employee's leave without a special reason, and tell him that the company does not accept the employee's frequent leave without reason. But on the other hand, you can give him a chance to explain why, and say that if it makes sense, you will try to help him solve the problem.

Finally, managers should declare the company's leave rules and procedures before hiring employees, and if they find that the company's employee code is not sufficiently detailed in terms of leave, they can propose amendments.

Hello, I'm glad to answer for you, you can set up a full attendance award, and those who ask for leave will deduct the full attendance award, so that there will be a lot fewer people on leave.

Questions. There are more paid leaves, which affects the production process.

Is paid leave a holiday or a public holiday?

Questions. Veteran employees have annual leave and can take paid leave.

Hello, annual leave is a company welfare, a person has a total of a few days a year, there is no way to do this, if the annual leave is canceled, it is estimated that most people will not do it.

Questions. Uh-huh, thanks.

Nowadays, there is a lack of vocational education in university education, and many people are unorganized and undisciplined, free and loose in their work, and ask for leave at will, so now let's talk about how to deal with employees who often ask for leave? 1. Establish a leave management system. All employees are required to clock in and out of work, and leave must be written and reported in advance.

2. Signed by the leader in charge, Yun Nian Rufeng can not write a leave note in time, and must make up for it the next day, and the absence of a leave slip will be treated as absenteeism.

3. Communicate privately to understand why. If you do have difficulties, give help. If there is no reasonable reason, refuse.

4. Set up a perfect attendance award. If you are full attended, you can get an extra part of the bonus as an incentive, and if you take personal leave, you must deduct the personal leave salary, which will be publicized every month.