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People, in general, like to be open to opportunities which gives them different options, especially in the field of employment. Nowadays, a number of companies in India have become existent, which lets people have these kinds of opportunities. Companies and agencies like RRB, NIC, NMDC, etc can be highly alluring for the candidates, especially those who have passed out recently because of their stature in Indian society.

RRB or Railway Recruitment Board is present in 19 different railway zones of the country, which presents a large number of employment opportunities. It is known to everyone that the Indian Railways is one of the largest recruiters in the world and the majority of the recruitment in the railways, is done through the different railway recruitment boards in the country. Therefore RRB recruitment 2013 is an opportunity for people to get to the jobs and increase the chances of improvement in their lives. Starting from the grade 4 vacancies to the various posts such as railway station master and such, most of these recruitments are done through the RRBs, which are spread in different parts of the country.

There are different reasons for employment in the railways and one of the many reasons why people have been coming for the RRB recruitment 2013 is that of the large number of options that the railways present. National Mining Development Corporation is a Navratna company under the Ministry of Steel in India. It is one of those public sector enterprises of India, which bring strength to the Indian economy and a variety to the employment opportunities. To be a part of NMDC is a matter of pride for the recruits and they are opting for the company because there are a number of jobs found with the company.

NMDC recruitment 2013 is therefore sought by people, usually after they pass out from their education. Starting from pharmacist post to that of the engineers, there are plenty of vacancies published by the public sector company for the people who are interested to work in one of Indias leading PSUs. Also, there are a number of offices and mining units under the NMDC, where recruitment is going on and the massive expansion plan is to be rightly corroborated with the help of NMDC recruitment 2013.

Another major company under the Government of India is that of the National Informatics Centre, which is responsible for various IT related works. These activities are carried out in large numbers in the country, now that the government is trying for computerisation and IT linking of the various organisations. Due to the rapid rate of work going on through the NIC, the NIC recruitment 2013 is a prospective time for the students who are seeking to get into various posts in the National Informatics Centre.

For the present, there are vacancies announced for scientific officers and Junior Research Fellow in different places of NIC offices. These are opportunities which people will not be leaving out because they have the potential to put a big jump in the careers of people. The variety of jobs has been the primary reasons, for which people from various areas of the country have been coming out for vacancies in NIC, NMDC and RRB.

It is your duty as an employer to keep a close eye on your employee’s absences from work. This is for two main reasons; firstly, to ensure that your business does not suffer due to staff absence and secondly, to ensure that your staff are well, healthy and happy.

Every company should keep a record of employee absence. Keeping this record will help you identify any emerging patterns of absence or alert you to a member of staff suffering from a long-term illness. Each department within your business should keep its own records, you are then able to compare company absence from sector to sector. Employee absences records should always be managed in light of the Date Protection Act (1998). Any records of employee absence should then be destroyed after 3 years (of the financial in which it was made) and if you are monitoring any statistics then employees should be made aware.

If a pattern of absence appears which is inter-departmental, i.e. one department has a considerably higher level of absence, then you should take the appropriate steps into looking at that departments working environment. Not only this but you should look to your senior members of staff to report on issues within the department, which could be causing the higher levels of absence.

Another good procedure to implement is the ‘return to work interview’. This face-to-face meeting should be done in private with the relevant line manager for that employee. The interview has several purposes; it details why the employee was off work, if they are suffering from something which may cause further absence and most importantly if they are well enough to come back to work. It can also provide the employee with a private outlet to complain about their working environment and/or fellow staff members, which incidentally could be causing their absence.

If you do not deal with employee absence at an early stage you run the risk of the following occurring:

– Low staff esteem due to increased workloads in covering the absent colleague

– Agency staff bills being extraordinarily high

– The company failing to reach targets or provide a good service due to a lack of consistent staffing

In order to deal with an emerging absence pattern there are some steps you can take to ensure that you investigate the problem scrupulously. Firstly, you should compare the employee’s absence over your last 3 years of records to establish any recurring pattern. Secondly, compare the employee’s absence record to that of the other employee’s within the same department, this may identify a work related issue. Lastly, check that the employee does not have an illness which fits the criteria of the Disability Discrimination Act 1995. The area of disability discrimination is particular complex — don’t risk being grounds for a potentially highly expensive disability discrimination claim — take advice from expert employment solicitors first.

For the first few absences the employee needs to be dealt with amicably. Discuss with the employee the reasons why they have had continued absences or absences which form a pattern. Solutions such as flexible working arrangements, changing work location or job description can offer lower cost results for you and the employee.

If no solution can be found or the problem is merely unauthorised absence, then you have the option of disciplining the employee under capability and/or conduct. An approved disciplinary handling procedure should be used at this time.

If you are in any doubt as to the reason for the employee’s absence or the grounds upon which you are starting the disciplinary procedures, then you should seek legal advice immediately from specialist employment solicitors. A dismissal based upon an employee’s absence has to be legal and if it is not you could face claims of an unfair dismissal via the Employment Tribunal.

Perhaps the very simplest step is to make sure that you have clear policies on employee absence. If you don’t and you are not sure where to begin, contact specialist Employment Solicitors who should be able to provide you with appropriate policies dealing with employee absence at a relatively modest cost.