NCNS Policy

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No Call No Show (NCNS) Policy

I. Scope
No Call No Show Policy (“this Policy”) is effective January, 01, 2017 and supersedes
any previous policy and/or practice of managing process and procedures of
employees absconding from the organization. This Policy applies to all employees of
Ujaas Energy Pvt. Ltd. and affiliates (collectively referred to as the “Company”).

II. Purpose
This Policy outlines the process to be followed when an employee absconds from
regular scheduled working days without prior consent or notification for an extended
period.

III. What is No Call No Show (NCNS)?


No call no show is a term used to depict the absence of an employee from the
workplace without notifying the Supervisor/Reporting Manager/Human Resources for
three (3) consecutive working days.
Employees are expected to comply with the organization’s leave management
policy. The NCNS process is a formal follow up procedure with the employee to
resume work. The absence of an employee from work for three (3) consecutive
business days without informing the respective supervisor shall be considered ‘No
Call No Show’ (NCNS). An employee may be considered absconding (NCNS) in the
following instances:

1. Does not report on duty without prior intimation for three consecutive days; OR
2. Remains absent from duty beyond the approved leave; OR
3. Does not provide medical documentation, the documentation is insufficient or not
submitted within the stipulated time frame as per the NCNS process

IV. No Call No Show (NCNS) Procedure


The Reporting Manager is expected to maintain a record of the employee’s
attendance and leaves.
If an employee does not report to work in the instances defined above, the following
NCNS process will be initiated.

Day 1 Absconding: The Reporting Manager is required to attempt to contact the


employee via email and phone.

Note: The attempt to contact the employee will continue through Day 2.

Day 3 Absconding: The Reporting Manager is required to notify the HR


representative of the employee’s continued absence without approval/notification
via an email
Day 5 Absconding: The Manager will send the employee a “Show Cause Notice” in
the specified template through e-mail keeping HR in CC

Day 10 Absconding:
The Manager will issue the employee a “Termination Letter” in the specified
template through e-mail and through mail to the address as per company records
keeping HR in CC

The HR Team will record the exit of the employee with the “Last Working Day”
recorded as the “Termination Letter (Day 10 absconding) date”

The HR Team will notify the employee to complete clearance formalities in order to
process the full and final settlement

Important Note: Salary may be withheld during the NCNS period.

If an employee resumes work at any point in time during the NCNS process
(between Day 1 and Day 10), the following actions would need to be completed:

Discontinuation of Services: If the employee wishes to discontinue services with


the organization, he/she would be required to tender their resignation and complete
required clearance formalities

Continuation of Services: Absconding is considered a disciplinary violation under


the Progressive Discipline Policy and warrants appropriate disciplinary action. The
Reporting Manager and HR are required to exercise appropriate discretion while
initiating disciplinary proceedings basis the nature and reasons for absence

V. Administration of the Policy


The Human Resource department is responsible for administering, tracking and
communicating this Policy and answering any questions that may arise. The
Manager of Human Resources will be responsible for any interpretation of this Policy.
Management shall assist in the implementation of this Policy by disseminating it
within their departments and creating in their departments a respect for the
seriousness of compliance with this Policy.

VI. Policy Changes


UEL has the absolute right, in its sole discretion, to interpret and modify, amend and
or terminate this Policy with respect to any employee, group of employees or in its
entirety at any time.
The decision to terminate or amend may be due to changes in law or any other
reason, including cost. If the Policy is terminated, an individual shall not have any
further rights under this Policy. This Policy does not create an obligation for
continued employment or imply an employment contract.

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