Hi Everyone,
I would need your valuable inputs on this topic. I have recently joined this company in the Mumbai branch which is the corporate office and we have branches across india. our headoffice is at delhi. now in our hr policy manual the below has been stated about Leaves
Leaves
Each employee can avail up to 35 paid leaves per year. This includes the mandatory "WY" holidays and the Leave encashment "L" at the end of every financial year, based on the Branch/office he/she is working with.
Sl. States Holidays (H) Leaves to be encashed (L) Total
1 Delhi 12 23 35
2 Mumbai 20 15 35
3 Bangalore 12 23 35
4 Kolkata 16 19 35
Now my query is
Out of the 20 Holidays declared for Mumbai, there are 3 Sundays included in this list. Sundays are a weekly off for the entire office. IN this case the paid leaves remain 15 but the no. of holidays in effect is only 17. Can this be accepted?
Though I do not personally agree with this system, what is it that I can do about it ? I have joined here very recently and this policy has been framed by the seniors who have been with the company since inception. In Mumbai I am the only person in HR so all the employees here including the seniors are asking me about the rationale behind this policy. They have realised that it just means that 3 days is being taken away from their leaves.
Please advice me on what I can do about this without offending the seniors and at the same time solve this issue.
Warm Regards,
Prathitha
From India, Mumbai
I would need your valuable inputs on this topic. I have recently joined this company in the Mumbai branch which is the corporate office and we have branches across india. our headoffice is at delhi. now in our hr policy manual the below has been stated about Leaves
Leaves
Each employee can avail up to 35 paid leaves per year. This includes the mandatory "WY" holidays and the Leave encashment "L" at the end of every financial year, based on the Branch/office he/she is working with.
Sl. States Holidays (H) Leaves to be encashed (L) Total
1 Delhi 12 23 35
2 Mumbai 20 15 35
3 Bangalore 12 23 35
4 Kolkata 16 19 35
Now my query is
Out of the 20 Holidays declared for Mumbai, there are 3 Sundays included in this list. Sundays are a weekly off for the entire office. IN this case the paid leaves remain 15 but the no. of holidays in effect is only 17. Can this be accepted?
Though I do not personally agree with this system, what is it that I can do about it ? I have joined here very recently and this policy has been framed by the seniors who have been with the company since inception. In Mumbai I am the only person in HR so all the employees here including the seniors are asking me about the rationale behind this policy. They have realised that it just means that 3 days is being taken away from their leaves.
Please advice me on what I can do about this without offending the seniors and at the same time solve this issue.
Warm Regards,
Prathitha
From India, Mumbai
Dear Pratitha,
As per my kowledge,when a holiday falls on sunday-generally the off
day of everybody-,that should be compeasated on any other day
on which the employee wants to take.That means if holiday comes on
sunday,and sunday is my weekly off,I can take that holiday on any
other day as per my convinience as compensatory holiday.Again we
have made a rule that such comp.off should be taken witin one
months period.
Regards,
Sadhana
From India, Thana
3As per my kowledge,when a holiday falls on sunday-generally the off
day of everybody-,that should be compeasated on any other day
on which the employee wants to take.That means if holiday comes on
sunday,and sunday is my weekly off,I can take that holiday on any
other day as per my convinience as compensatory holiday.Again we
have made a rule that such comp.off should be taken witin one
months period.
Regards,
Sadhana
From India, Thana
Hi Sadhana,
Thanks for your reply:)
Here the problem is that the management does not agree to the comp off system also. They say that nothing can be done if the holiday is on a sunday. they feel that still they are justified in the 20 holidays they have identified!!
is there any way to tackle this?
Regards,
Prathitha
From India, Mumbai
Thanks for your reply:)
Here the problem is that the management does not agree to the comp off system also. They say that nothing can be done if the holiday is on a sunday. they feel that still they are justified in the 20 holidays they have identified!!
is there any way to tackle this?
Regards,
Prathitha
From India, Mumbai
Dear All,
You may want to use WebLeave.com online eLeave application portal to keep track of all your employees leave applications and approvals. All your employees will be able to see their leave balances any time they like to, without troubling you over the phone.
I believe it will help you ease your HR job as this is an employee self service portal with automated leave calculation and output to excel for local execution and printing of various periodical leave reports.
Click on www.WebLeave.com to try free.
Regards,
Charles Burke
From Malaysia, Kuala Lumpur
You may want to use WebLeave.com online eLeave application portal to keep track of all your employees leave applications and approvals. All your employees will be able to see their leave balances any time they like to, without troubling you over the phone.
I believe it will help you ease your HR job as this is an employee self service portal with automated leave calculation and output to excel for local execution and printing of various periodical leave reports.
Click on www.WebLeave.com to try free.
Regards,
Charles Burke
From Malaysia, Kuala Lumpur
Dear Pratitha,
I guess you have a major task if you can take on and that is having uniform Holiday lists which mean you can decide on no of holodays to be given . Normally it varies between 10 to 12 per year and only three holidays (i.e. 26th Jan, 15th Aug and 2nd Oct) is mandatory.Rest of the holidays is as per local customs.
Remaining leave can be termed as Earned(encashable) leave.
This will ease out your problem and save lot of heart burns.
Cheers
Dhole
From India, Delhi
I guess you have a major task if you can take on and that is having uniform Holiday lists which mean you can decide on no of holodays to be given . Normally it varies between 10 to 12 per year and only three holidays (i.e. 26th Jan, 15th Aug and 2nd Oct) is mandatory.Rest of the holidays is as per local customs.
Remaining leave can be termed as Earned(encashable) leave.
This will ease out your problem and save lot of heart burns.
Cheers
Dhole
From India, Delhi
Hi!
One way of approaching and developing corporate policies on leaves is this:
Review your national or local labor laws on holidays and leaves. Anything that is "specifically mandated" (e.g. holidays, mandatory rest period, etc.) is something you should implement. Anything that is not mandated is optional to your company and can be changed anytime, unless it is covered by the CBA (Collective Bargaining Agreement).
When a certain policy (e.g. encashment of earned but unused leave credits) is not mandated by law, it can be modified by top management. But any policy modification must consider its impact on employees' morale and/ or union reaction.
There are many companies in the world that do not allow encashment of earned leave credits. There are also those that allow their accumulation and encashment after a certain quantity.
Leave policies, just like many corporate policies can be both universal and local. It can even be uniquely practiced by an organization.
Of course benchmarking your policies for the best practices in the world is still best, esp if you are trying to pursue cost saving measures and install quality management systems within your organization.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
One way of approaching and developing corporate policies on leaves is this:
Review your national or local labor laws on holidays and leaves. Anything that is "specifically mandated" (e.g. holidays, mandatory rest period, etc.) is something you should implement. Anything that is not mandated is optional to your company and can be changed anytime, unless it is covered by the CBA (Collective Bargaining Agreement).
When a certain policy (e.g. encashment of earned but unused leave credits) is not mandated by law, it can be modified by top management. But any policy modification must consider its impact on employees' morale and/ or union reaction.
There are many companies in the world that do not allow encashment of earned leave credits. There are also those that allow their accumulation and encashment after a certain quantity.
Leave policies, just like many corporate policies can be both universal and local. It can even be uniquely practiced by an organization.
Of course benchmarking your policies for the best practices in the world is still best, esp if you are trying to pursue cost saving measures and install quality management systems within your organization.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Hi Pratitha
As per your query if the public holiday falls on the weekly off, we have to compensate the off. If the the management does not agree for C-off we have to follow the management decession.
Compensatory off is that if any employee works on the the weekly off then we have to compensate it.
Leave is not right of an employee. It is only a facility as per statuory rules.
Actually every year each employee has
Casual Leaves : 10
Sick Leaves : 12 (carry forward up to 36)
Earned Leaves : one leave on physically 20 present days.
Regards
Y.Venumadhava Reddy
From India, Hyderabad
As per your query if the public holiday falls on the weekly off, we have to compensate the off. If the the management does not agree for C-off we have to follow the management decession.
Compensatory off is that if any employee works on the the weekly off then we have to compensate it.
Leave is not right of an employee. It is only a facility as per statuory rules.
Actually every year each employee has
Casual Leaves : 10
Sick Leaves : 12 (carry forward up to 36)
Earned Leaves : one leave on physically 20 present days.
Regards
Y.Venumadhava Reddy
From India, Hyderabad
Dear Dabas Yes as per state Rules Sick Leaves can be carryforward and they will lapse at 36. Regards Y.Venumadhava Reddy
From India, Hyderabad
From India, Hyderabad
Hi,
please find the leave policy as an attachment. This is according to the Shops & Establishment Act, Andhra Pradesh Rules (our management given higher than the rules). You are advised to check the Shops & Establishement of your region and follow.
The Policy is attached herewith for your reference.
Thanks & Best wishes
Pampana
:)
please find the leave policy as an attachment. This is according to the Shops & Establishment Act, Andhra Pradesh Rules (our management given higher than the rules). You are advised to check the Shops & Establishement of your region and follow.
The Policy is attached herewith for your reference.
Thanks & Best wishes
Pampana
:)
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Karnataka Leave.xlsx
LEAVE APPLICATION.doc