Hi Riji !
The employee has exhausted his / her CL and EL balance. That means either he or she is a new employee and due to prorata basis the leave balance was low. or that he / she spent it for marriage (self ofcourse) purpose.
I request you to be case specific. If the employee is new, you should not allow utilizing SL against your policy.
If he is an old employee and has availed leave for self marriage (and honeymoon :) ), you should give some consideration.
Whatever you do, please be consistant with all your employees. Someone has advised to grant SL and not making it precedence. But let me make it very clear that presedences start with one instance only.
Regards,
Hiten
From India, New Delhi
29The employee has exhausted his / her CL and EL balance. That means either he or she is a new employee and due to prorata basis the leave balance was low. or that he / she spent it for marriage (self ofcourse) purpose.
I request you to be case specific. If the employee is new, you should not allow utilizing SL against your policy.
If he is an old employee and has availed leave for self marriage (and honeymoon :) ), you should give some consideration.
Whatever you do, please be consistant with all your employees. Someone has advised to grant SL and not making it precedence. But let me make it very clear that presedences start with one instance only.
Regards,
Hiten
From India, New Delhi
Hi this is Mandar Jagannath,
I am diverting a bit from this topic but guys tell me one thing can SL and PL be carried over for next year or can those be encashed if not availed?
Is it a statutory by government or it depends from company to company?
Please help me out..
Regards,
Mandar Jagannath
From India, Pune
I am diverting a bit from this topic but guys tell me one thing can SL and PL be carried over for next year or can those be encashed if not availed?
Is it a statutory by government or it depends from company to company?
Please help me out..
Regards,
Mandar Jagannath
From India, Pune
I agree with everyone but we should not be so stringent...It would create a sort of dissatisfaction among them because we are providing leaves so that they won't get demotivated and we should also respect them..
If they do have accumulated hours, we can adjust them because at the end of the day we want them to have a feel as they are also the part of the organization.
And at last but not least, I think HR ia like a bridge between the employees and the management and also employees are not for HR but HR is for employees.
-Neha :D
From India, Hyderabad
If they do have accumulated hours, we can adjust them because at the end of the day we want them to have a feel as they are also the part of the organization.
And at last but not least, I think HR ia like a bridge between the employees and the management and also employees are not for HR but HR is for employees.
-Neha :D
From India, Hyderabad
Hi Neha ! Dissatisfaction will arise only if we treat different individual or cases differently. We have to be consistent with our policy and stands. - Hiten
From India, New Delhi
From India, New Delhi
I think sanctioning sick leave must be part of the internal policy of the company. Based on the geneuine reason and history of nature of the leave taken the person must me sanctioned sick leave, as a special case, irrespective of following generic leave rules when other category leaves exhausted.
From India, Mumbai
From India, Mumbai
Dear Riji,
You have not mentioned the organization. The rules are clear as far as Government is concerned. Regarding, the private organization, based on my experience I could tell you the following:
1. Leave is not a matter of right of an employee even if he posses adequate leave at his credit.
2. Sick Leave, it self is clear that an employee could avail sick leave only when he is on sick.
3. Just because he has no CL or EL at credit he is not eligible to avail Sick Leave.
4. However, based on the performance, relationship, need with administration/management may permit the official to proceed on sick leave.
5. The sick leave should be certified by a doctor.
6. Even in case an official proceeds on sick leave while he is having adequate leave such as CL or EL at his credit, the administration, has no right to intervene on the kind of the leave the official is availing, since selection of kind of leave is the right of the official.
7. The administration may reject grant of leave for the reasons best known to them only.
8. In case, the administration feels, that the official is availing sick leave based on false or bogus medical certificate, the administration before the expiry of such sick leave, may direct the official to proceed to a doctor who is working in the capacity of civil surgeon or Assistant Civil Surgeon in any Government Hospital, for second medical opinion.
As such grant of leave is within the powers of Administration and it has nothing to do with leave at credit of the official.
Sengailingam
You have not mentioned the organization. The rules are clear as far as Government is concerned. Regarding, the private organization, based on my experience I could tell you the following:
1. Leave is not a matter of right of an employee even if he posses adequate leave at his credit.
2. Sick Leave, it self is clear that an employee could avail sick leave only when he is on sick.
3. Just because he has no CL or EL at credit he is not eligible to avail Sick Leave.
4. However, based on the performance, relationship, need with administration/management may permit the official to proceed on sick leave.
5. The sick leave should be certified by a doctor.
6. Even in case an official proceeds on sick leave while he is having adequate leave such as CL or EL at his credit, the administration, has no right to intervene on the kind of the leave the official is availing, since selection of kind of leave is the right of the official.
7. The administration may reject grant of leave for the reasons best known to them only.
8. In case, the administration feels, that the official is availing sick leave based on false or bogus medical certificate, the administration before the expiry of such sick leave, may direct the official to proceed to a doctor who is working in the capacity of civil surgeon or Assistant Civil Surgeon in any Government Hospital, for second medical opinion.
As such grant of leave is within the powers of Administration and it has nothing to do with leave at credit of the official.
Sengailingam
Dear Riji
When an employee is having any leave in his credit, you can not deduct LOP from employee.
Also please be practical that if an employee does not have either CL and only having SL, then allow him to avail SL in place of CL and vis versa.
This what we do and such petty things defintely will keep the employee happy and he will ensure that he will not exhaust all his leave again.
This is beause, in some companies, there must be minimum number of EL to be taken while availing. ( say minimum 5 days) employee who wants to avail one or two days can not avail EL. Hope you will understand this.
With regards
L.Kumar
From India, Madras
When an employee is having any leave in his credit, you can not deduct LOP from employee.
Also please be practical that if an employee does not have either CL and only having SL, then allow him to avail SL in place of CL and vis versa.
This what we do and such petty things defintely will keep the employee happy and he will ensure that he will not exhaust all his leave again.
This is beause, in some companies, there must be minimum number of EL to be taken while availing. ( say minimum 5 days) employee who wants to avail one or two days can not avail EL. Hope you will understand this.
With regards
L.Kumar
From India, Madras
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