Dear All, When a company allows 21 days leave and employees are entitled for 1.75 or 2 days of leave per month and they don't take leave say for 4 months and in 5 month they need leave for 10 days then what a company should do, should the company grant 10 days as the employee has not taken leave entitled as 2 days per month for 1st 4 months saved it for a requirements in 5 month?
or
Allow only 2 days leave as per rule allowed for per month and later reimburse the leaves deducted at the end of financial year?
This is tricky scenario as employees sometimes tend to take leaves like this in the beginning of the month and then take salary and quit.
Another scenario is like Ganesh Utsav where majority of the employees take leave affecting department work and since its religious company ends up granting leaves as per above scenario where they save per month leave and take altogether 6 - 8 days.
Vaishali
From India, Bengaluru
1or
Allow only 2 days leave as per rule allowed for per month and later reimburse the leaves deducted at the end of financial year?
This is tricky scenario as employees sometimes tend to take leaves like this in the beginning of the month and then take salary and quit.
Another scenario is like Ganesh Utsav where majority of the employees take leave affecting department work and since its religious company ends up granting leaves as per above scenario where they save per month leave and take altogether 6 - 8 days.
Vaishali
From India, Bengaluru
Dear Vaishali,
As employee is entitled for leave you cannot force them to go only for 2 days of the month and rest will be LWP. It depends on company to company policy as per which some company allow employee to use monthly basis leave credit or after completion of 1 year complete balance of 21 days will be credited to the employee leave balance. As you allow employee to use 21 per annum leave on monthly basis thus you need to allow them to consume 7 days which are applicable and rest will stand as LWP.
As employee is entitled for leave you cannot force them to go only for 2 days of the month and rest will be LWP. It depends on company to company policy as per which some company allow employee to use monthly basis leave credit or after completion of 1 year complete balance of 21 days will be credited to the employee leave balance. As you allow employee to use 21 per annum leave on monthly basis thus you need to allow them to consume 7 days which are applicable and rest will stand as LWP.
can we allow 2 days per month and deduct any additional leave taken and later reimburse for the same after end of financial year. Vaishali
From India, Bengaluru
From India, Bengaluru
Dear Ms.Vaishali,
" LEAVE " is generally an employment benefit granted to employees whether industrial or otherwise for three important purposes viz., (1) to be away from work for shorter duration necessitated by unforeseen circumstances like falling sick temporarily the employee himself or any member of his immediate family, attending some personal works for which no substitution could be employed and the like (2) to be away from work on certain predetermined occasions to discharge his family or social obligations and (3) to be away from the monotony of work for the purpose of refreshment and rejuvenation for some considerable length of time like availing of LTC. How much leave an employee can take at a stretch, what types of leave could be combined for the purpose of longer duration of total leave at a stretch, what specific type of leave requiring prior sanction well in advance so that alternative arrangements of the charge of the employee's post could be made, combining of holidays as prefix and/or suffix to any spell of leave etc., are matters to be covered by the Leave Policy of the organization. Such reasonable restrictions indicate that leave can not be claimed as a matter of right by the employee. The employer has the discretion to grant or refuse the leave asked for based on the exigencies of work. As long as the discretion is exercised by the employer in a fair and reasonable manner taking into account the genuineness of the purpose of leave applied for by the employee, there will be no problem.But if the employer is obsessed with the preconceived notion that availing of leave should be as minimal as possible since the employee has the benefit of encashment of leave at the end of the year or leave should be sanctioned strictly on pro-rata basis only, that will certainly defeat the very purpose of leave provisions in the realm of employment.
From India, Salem
" LEAVE " is generally an employment benefit granted to employees whether industrial or otherwise for three important purposes viz., (1) to be away from work for shorter duration necessitated by unforeseen circumstances like falling sick temporarily the employee himself or any member of his immediate family, attending some personal works for which no substitution could be employed and the like (2) to be away from work on certain predetermined occasions to discharge his family or social obligations and (3) to be away from the monotony of work for the purpose of refreshment and rejuvenation for some considerable length of time like availing of LTC. How much leave an employee can take at a stretch, what types of leave could be combined for the purpose of longer duration of total leave at a stretch, what specific type of leave requiring prior sanction well in advance so that alternative arrangements of the charge of the employee's post could be made, combining of holidays as prefix and/or suffix to any spell of leave etc., are matters to be covered by the Leave Policy of the organization. Such reasonable restrictions indicate that leave can not be claimed as a matter of right by the employee. The employer has the discretion to grant or refuse the leave asked for based on the exigencies of work. As long as the discretion is exercised by the employer in a fair and reasonable manner taking into account the genuineness of the purpose of leave applied for by the employee, there will be no problem.But if the employer is obsessed with the preconceived notion that availing of leave should be as minimal as possible since the employee has the benefit of encashment of leave at the end of the year or leave should be sanctioned strictly on pro-rata basis only, that will certainly defeat the very purpose of leave provisions in the realm of employment.
From India, Salem
Hi Vaishali,
For an important festival like Ganesh Utsav, everybody wants to celebrate with fervor and hence can't do much; but, here, those who want to take 10 days of leave at a stretch in a department, please grant 10 days of leave before Ganesh Utsav begins for 50% of employees & remaining employees can take their 10 days leave post Ganesh Utsav. Anyway, on Ganesh Utsav day, the entire company won't be working (except Security personnel, I believe).
Make the employees aware of their responsibilities and make them also share the responsibilities of others who are on leave.
From India, New Delhi
For an important festival like Ganesh Utsav, everybody wants to celebrate with fervor and hence can't do much; but, here, those who want to take 10 days of leave at a stretch in a department, please grant 10 days of leave before Ganesh Utsav begins for 50% of employees & remaining employees can take their 10 days leave post Ganesh Utsav. Anyway, on Ganesh Utsav day, the entire company won't be working (except Security personnel, I believe).
Make the employees aware of their responsibilities and make them also share the responsibilities of others who are on leave.
From India, New Delhi
In a real word where the company is not an MNC or IT sector i notice employees dont count the fact if they all are on leave for 10 days who will office work and simply it is bound by company to understand and grant them leaves which we have been doing the only reason why am looking for solutions now is some take advantage of such situation take all leaves and then have left for other jobs although i understand employee can leave a job and look for better prospects but not serving notice period , enjoying all leaves with a reason like festival or any social event and then collect salary and leave. That very unfair to companies hence i want a fair solution for leaves if asked for more than 2 days per month.
vaishali
From India, Bengaluru
vaishali
From India, Bengaluru
It would be good if you can give leave to an employee from 1st month of the year or joining date till the month of the request made. Eg: Leaves starts in Jan so if he wants leave in the month of Sep, you can grant 9 CLs at a time if he haven't applied any.
If the associate can work from home, manager can request him to work from home on any emergency (for 0-2 hours not the whole days, if working more than these many hours it can be treated as half working day) but can't force him.
It would be good to a company if they give leaves in quarterly basis.
From India, Hyderabad
If the associate can work from home, manager can request him to work from home on any emergency (for 0-2 hours not the whole days, if working more than these many hours it can be treated as half working day) but can't force him.
It would be good to a company if they give leaves in quarterly basis.
From India, Hyderabad
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