Hello Friends,
I have certain queries in leave structure maintenance. Presently I am working with an IT Company and have framed the leave structure as follows:
All employees are entitled to a minimum of 24 days annual leave (excluding paid Holidays) -5 Casual Leaves, 5 Sick Leave, & 14 Earned Leave.
Earned leaves may be accumulated up to 28 days. Earned leaves balance over and above 28 days will be encashed .
1. Now Company has asked me to amend the policy in respect to leave structure and office timing. So what more can I put to the leave structure so that leave policy would be smart and tight and employees can take less leave in a month?
2. How CL, SL and Earned leave can be distinguished? For example if a person is allotted 5 SL in a Year and he completes all his SL due to sickness in few months only then will we deduct his salary for more SLs he is taking? In that case it may happen that he will not take SL further he will mention it as CL or Earned Leave. I am not clear in these areas please do clear me. Is any other component of leaves are there?
3. Regarding the office timing our office is from 9.30 am to 7.00 pm but employees come usually after 10.00 am so Management has decided to make the office timing from 9.30 am to 6.00 pm,provided everyone come at 9.30 sharp. So what measures can be taken to strict the office timing to 9.30 am.
Awaiting your valuable suggestion.
Thanks & Regards
P Chatterjee
(hr.itjobsresources@gmail.com)
From India, Calcutta
1I have certain queries in leave structure maintenance. Presently I am working with an IT Company and have framed the leave structure as follows:
All employees are entitled to a minimum of 24 days annual leave (excluding paid Holidays) -5 Casual Leaves, 5 Sick Leave, & 14 Earned Leave.
Earned leaves may be accumulated up to 28 days. Earned leaves balance over and above 28 days will be encashed .
1. Now Company has asked me to amend the policy in respect to leave structure and office timing. So what more can I put to the leave structure so that leave policy would be smart and tight and employees can take less leave in a month?
2. How CL, SL and Earned leave can be distinguished? For example if a person is allotted 5 SL in a Year and he completes all his SL due to sickness in few months only then will we deduct his salary for more SLs he is taking? In that case it may happen that he will not take SL further he will mention it as CL or Earned Leave. I am not clear in these areas please do clear me. Is any other component of leaves are there?
3. Regarding the office timing our office is from 9.30 am to 7.00 pm but employees come usually after 10.00 am so Management has decided to make the office timing from 9.30 am to 6.00 pm,provided everyone come at 9.30 sharp. So what measures can be taken to strict the office timing to 9.30 am.
Awaiting your valuable suggestion.
Thanks & Regards
P Chatterjee
(hr.itjobsresources@gmail.com)
From India, Calcutta
I am working in a Manufacturing unit of a limited company. we follow the following policy :
1. PL (earned leave) : 16
it gets credited after completing the probation period. It can b accumulated for encashment
2. CL : 7
You are not allowed to take more than 3 in a month. It can't be encashed. also it will be lapsed after the calender year
3. SL : 7
You should submit medical certificate to avail more than 2 SL in a month. This also can't be encashed, and it gets lapsed after calender year.
The leaves taken more than 3 days should be treated as PL, and you should get the PL sanctioned in advance except unavoidable circumstances / emergencies.
In office timing, you can give a grace period of 15 min. or maximum hal an hour, more than which can be treated as half day absent.
From India, Mumbai
1. PL (earned leave) : 16
it gets credited after completing the probation period. It can b accumulated for encashment
2. CL : 7
You are not allowed to take more than 3 in a month. It can't be encashed. also it will be lapsed after the calender year
3. SL : 7
You should submit medical certificate to avail more than 2 SL in a month. This also can't be encashed, and it gets lapsed after calender year.
The leaves taken more than 3 days should be treated as PL, and you should get the PL sanctioned in advance except unavoidable circumstances / emergencies.
In office timing, you can give a grace period of 15 min. or maximum hal an hour, more than which can be treated as half day absent.
From India, Mumbai
Dear All, My friend has a small consultancy in delhi, where he wants to set some HR policies for his employees. He wants to know the fees paid to the HR consultants. Regards John
From India, Mumbai
From India, Mumbai
hey there,
I am working for an AD Agency in Bangladesh.And i am the first HR person as the type of industry dint require any strict HR business. However, lately they have decided to build a complete new department as HR DEPARTMENT.where, apparently, only me and an part time consultant is working together.
so, the scenario is something like this:
110 employees were not regulated by HR before and doesnot have any clue what I am supposed to do here. well i am working on the leave policy right now but i am not confuse because the environment says IT DOES NOT REQUIRED ANY STRICT REGULATION AS THE WAY OF WORKING IS PRETTY DIFFERENT THAN OTHER TYPE OF INDUSTRIES. so, basically i need a support from someone who has a bit idea how an AD Agency makes thair HR Policies.
let me make it clear that my company was running very smoothly without HR but what I have found that people here being sick but they dont take the leave form to count those days as sick leave. and the person who was dealing with leave here says: sick leave will fall under annual leave. which doesnt make any sense to me.so I took the sword in my hand and getting ready for any challange.wish me good luck and it would be nice if you assist me with some knowledge about HR PRACTICE IN AD AGENCIES.
Thank you.
From Bangladesh
I am working for an AD Agency in Bangladesh.And i am the first HR person as the type of industry dint require any strict HR business. However, lately they have decided to build a complete new department as HR DEPARTMENT.where, apparently, only me and an part time consultant is working together.
so, the scenario is something like this:
110 employees were not regulated by HR before and doesnot have any clue what I am supposed to do here. well i am working on the leave policy right now but i am not confuse because the environment says IT DOES NOT REQUIRED ANY STRICT REGULATION AS THE WAY OF WORKING IS PRETTY DIFFERENT THAN OTHER TYPE OF INDUSTRIES. so, basically i need a support from someone who has a bit idea how an AD Agency makes thair HR Policies.
let me make it clear that my company was running very smoothly without HR but what I have found that people here being sick but they dont take the leave form to count those days as sick leave. and the person who was dealing with leave here says: sick leave will fall under annual leave. which doesnt make any sense to me.so I took the sword in my hand and getting ready for any challange.wish me good luck and it would be nice if you assist me with some knowledge about HR PRACTICE IN AD AGENCIES.
Thank you.
From Bangladesh
If you want to tighten up the office timings from 9.30am to 6.00pm, then you need to follow/prepare some formats pertaining to the above said matters for e.g.,
1. Purchase Bio-matric punching machine, it will provide the employees in-time & out-time, so that you will get daily/weekly & monthly report.
2. Mark all the late/early comers/goers and get signature on the same day with the employees for late/early remarks. By doing everyday the employees will aware how many times late/early they are.
3. Prepare a format for which to track on late/early people and before doing this please make ensure that staffs should intimated regarding this policy for which they are going to lose their Salary/EL/PL/SL through ION or Inter Office Circlular.
4. After tracking the late/early remarks, please intimate the employee for the deduction of above said. If they continue again coming late, please issue an circular to the employees for double effect on Salary/EL/PL/SL.
5. If at all the same continues no need to keep such staff, immediately the management has authorization on terminating such employee without any mercy.
For EL/PL/SL the company can decide to fix the no of days for fixing it,
But it is clearly advised to follow the factories act. i.e., 18 days minimum to be allowed ro EL/CL/SL.
I hope this info will help you, if at all you are not clear on this issue, always you can mail me on
.
1. Purchase Bio-matric punching machine, it will provide the employees in-time & out-time, so that you will get daily/weekly & monthly report.
2. Mark all the late/early comers/goers and get signature on the same day with the employees for late/early remarks. By doing everyday the employees will aware how many times late/early they are.
3. Prepare a format for which to track on late/early people and before doing this please make ensure that staffs should intimated regarding this policy for which they are going to lose their Salary/EL/PL/SL through ION or Inter Office Circlular.
4. After tracking the late/early remarks, please intimate the employee for the deduction of above said. If they continue again coming late, please issue an circular to the employees for double effect on Salary/EL/PL/SL.
5. If at all the same continues no need to keep such staff, immediately the management has authorization on terminating such employee without any mercy.
For EL/PL/SL the company can decide to fix the no of days for fixing it,
But it is clearly advised to follow the factories act. i.e., 18 days minimum to be allowed ro EL/CL/SL.
I hope this info will help you, if at all you are not clear on this issue, always you can mail me on
Dear Mr. Chatterjee,
My advise will be as follows:
Why have three different types of leaves instead have only two types EL and casual cum sick leave. It will save you from maintaining records in three different heads.
Earned leave is meant for planned reason and has to be for a longer durations. You can ristrict the number of occasions one can avail the EL in a year, say 3 or 4 times a year.
Casual cum Sick leave is for the reasons as name suggests. Casual leave can not be availed for more than 2 days at a time. But in any case if some body is sick for more than two days then you will have to give leave for more days.
In case balnce of one type of leave is insufficient or exhusted, other type of leave can be allowed.
There is a tendancy to avail all the leaves before they lapse at the end of the year. To avoid this either allowe more accumulation of leave or encash them and no leave will lapse. Unavailed Casual cum Sick Leaves can be transferred in EL balance at the end of the year.
You want to control the number of leaves availed by employees. Then make sure that leaves are availed only after they are approved in advance by the concerned superiors. Sensatise all the superiors to approve leaves only when they are necessary and ristrict the number of leaves availed by their subordinates. If superiors are approving leaves left-right-centre then what HR can do. Make sure that overstay/extending leave is strict no-no. make all overstays/extensions without pay.
Please form proper rules and get them approved and published. Back all policies/rules with good procedures and systems. Without good systems you will not be able to implement rules/policies. Make rules and policies which you can implement properly.
Thanks & Regards
From India, Pune
My advise will be as follows:
Why have three different types of leaves instead have only two types EL and casual cum sick leave. It will save you from maintaining records in three different heads.
Earned leave is meant for planned reason and has to be for a longer durations. You can ristrict the number of occasions one can avail the EL in a year, say 3 or 4 times a year.
Casual cum Sick leave is for the reasons as name suggests. Casual leave can not be availed for more than 2 days at a time. But in any case if some body is sick for more than two days then you will have to give leave for more days.
In case balnce of one type of leave is insufficient or exhusted, other type of leave can be allowed.
There is a tendancy to avail all the leaves before they lapse at the end of the year. To avoid this either allowe more accumulation of leave or encash them and no leave will lapse. Unavailed Casual cum Sick Leaves can be transferred in EL balance at the end of the year.
You want to control the number of leaves availed by employees. Then make sure that leaves are availed only after they are approved in advance by the concerned superiors. Sensatise all the superiors to approve leaves only when they are necessary and ristrict the number of leaves availed by their subordinates. If superiors are approving leaves left-right-centre then what HR can do. Make sure that overstay/extending leave is strict no-no. make all overstays/extensions without pay.
Please form proper rules and get them approved and published. Back all policies/rules with good procedures and systems. Without good systems you will not be able to implement rules/policies. Make rules and policies which you can implement properly.
Thanks & Regards
From India, Pune
Hi
let me tell you one thing any iplementation or any change will take some time to be settled.it is not possible that today u will tell the employee and tomorrow they will come in time. you put a notice or mail to everyone in a very nice way to come in time to office and after 9.45 put redmark on the attendance who ever has not come but do not take any action.if they are coming to you then tell that management wants the people to come in time and who ever is not coming they want to know.Then lets see.but remember one thing don't be very much strict from the first month.About your leave policy i can only answe if i could able to know saturday is holiday or not.
Regards
Madhu:-|
From India, Bangalore
let me tell you one thing any iplementation or any change will take some time to be settled.it is not possible that today u will tell the employee and tomorrow they will come in time. you put a notice or mail to everyone in a very nice way to come in time to office and after 9.45 put redmark on the attendance who ever has not come but do not take any action.if they are coming to you then tell that management wants the people to come in time and who ever is not coming they want to know.Then lets see.but remember one thing don't be very much strict from the first month.About your leave policy i can only answe if i could able to know saturday is holiday or not.
Regards
Madhu:-|
From India, Bangalore
Hi,
Here what we are following is cl-12 days(1 day per month) and sl - 12 days (1 day per month) and 12 days earned leave.
And coming to the timing,our office timing is 9 :00 am to 6:00 pm.I was also facing the same problem due to late coming of the employees.So we have created a new role.i.e. we have given a grace period of half an hour.here an employee can take a permission of 2 hours every month apart from the leaves.anybody comes after this grace period i.e. even if it 5 minutes late(eg- 9:35),we will consider this as 35 minutes late and if anybody crosses tht 2 hours after tht every late coming is considered as half day L.O.P.Try this,it will be effective
From India, Bangalore
Here what we are following is cl-12 days(1 day per month) and sl - 12 days (1 day per month) and 12 days earned leave.
And coming to the timing,our office timing is 9 :00 am to 6:00 pm.I was also facing the same problem due to late coming of the employees.So we have created a new role.i.e. we have given a grace period of half an hour.here an employee can take a permission of 2 hours every month apart from the leaves.anybody comes after this grace period i.e. even if it 5 minutes late(eg- 9:35),we will consider this as 35 minutes late and if anybody crosses tht 2 hours after tht every late coming is considered as half day L.O.P.Try this,it will be effective
From India, Bangalore
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