Dear All, i would like to know that, if employee is on notice period can he liable to take leave(medical, Casual or Priviege)?????
From India, Pune
From India, Pune
Greetings,
Any leave during the notice period increases it by another day. This is a common practice, legality of it yet to be researched.
What are the exit policies at your firm? How long is your notice period?
Looking forward to hear from you!
From India, Mumbai
1859Any leave during the notice period increases it by another day. This is a common practice, legality of it yet to be researched.
What are the exit policies at your firm? How long is your notice period?
Looking forward to hear from you!
From India, Mumbai
Dear (Cite Contribution),
Actually as er company policy i need to serve for 90 days notice period. now due to some reason i required leaves but HR manager not allowing me for the same. but in past they allowed CL and PL leaves for some employees on notice period.
reply....
From India, Pune
Actually as er company policy i need to serve for 90 days notice period. now due to some reason i required leaves but HR manager not allowing me for the same. but in past they allowed CL and PL leaves for some employees on notice period.
reply....
From India, Pune
Dear Prashant,
There is a huge amount of discretion that goes into implementing the policies. Hence the discrepancies .
Your manager isn't convinced of your needs, thats how rejecting your leaves. What are the reasons that you are giving him?
From India, Mumbai
There is a huge amount of discretion that goes into implementing the policies. Hence the discrepancies .
Your manager isn't convinced of your needs, thats how rejecting your leaves. What are the reasons that you are giving him?
From India, Mumbai
Notice Period ti meant to search for replacement and also to ensure that the outgoing employee reasonably complete pending jos.
Letters do not say that Notice need to be given for 30 working days. Generally notice period mentions the numbber of days or number of months. There is generally no mention about working days,
Hence refusal to sanction leave is not legally correct. ut other rules pertaining to leave should bbe followed. Sanctioning leave is always at the discretion of the manager. He can not reject leave stating that you are on Notice period. he can always say that since you need to complete the job, leave is not sanctioned.
Legally rejection based on Notice period is not correct.
However, rules pertaining to sanction of leave in general can e imposed
T Sivasankaran
From India, Chennai
Letters do not say that Notice need to be given for 30 working days. Generally notice period mentions the numbber of days or number of months. There is generally no mention about working days,
Hence refusal to sanction leave is not legally correct. ut other rules pertaining to leave should bbe followed. Sanctioning leave is always at the discretion of the manager. He can not reject leave stating that you are on Notice period. he can always say that since you need to complete the job, leave is not sanctioned.
Legally rejection based on Notice period is not correct.
However, rules pertaining to sanction of leave in general can e imposed
T Sivasankaran
From India, Chennai
Illness is out of control but if your company policy suggest that after resignation you are not allowed for any leave then in extreme case like hospitalization, Death in the Family, Accident etc where you need to submit your medical report and certificate from your Dr. Your Resignation date will be extended and if not then at the time of FNF company has every right to deduct the salary for those days you were Absent.
From Saudi Arabia, Riyadh
From Saudi Arabia, Riyadh
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