Dear All,
Have a small doubt, if an employee's CL and EL are over and SL is remaining,can he avail the same inplace of CL or EL or he can use it only when he is sick.
If he cannot avail the SL then if he is taking any leave will it be LOP.
Kindly help in this...
Thanks in advance
Riji
From India, Kochi
1Have a small doubt, if an employee's CL and EL are over and SL is remaining,can he avail the same inplace of CL or EL or he can use it only when he is sick.
If he cannot avail the SL then if he is taking any leave will it be LOP.
Kindly help in this...
Thanks in advance
Riji
From India, Kochi
Dear Riji,
SL should only be availed if he is actually sick, if you are giving him SL because he has left with no CL and EL, i think its wrong, it dissolve the purpose of SL then and though if you ask for certificate they will go for false medical certificate. I think you shud only give Sl if he is actully sick or else mark LOP.
Rgds,
Shilpi
From India, New Delhi
SL should only be availed if he is actually sick, if you are giving him SL because he has left with no CL and EL, i think its wrong, it dissolve the purpose of SL then and though if you ask for certificate they will go for false medical certificate. I think you shud only give Sl if he is actully sick or else mark LOP.
Rgds,
Shilpi
From India, New Delhi
Hi Riji,
Very well defined by our HR friends.. that one can't avail his available SL if he is not sick.. And if you allow the same that he may avail leave from his available SL even if he is not sick.. otherwise it would be a breach of HR practice.. because its HR people who set the trends for others.. so we should not allow others to go on wrong track out of practices..
Regards,
Amit Seth.
From India, Ahmadabad
Very well defined by our HR friends.. that one can't avail his available SL if he is not sick.. And if you allow the same that he may avail leave from his available SL even if he is not sick.. otherwise it would be a breach of HR practice.. because its HR people who set the trends for others.. so we should not allow others to go on wrong track out of practices..
Regards,
Amit Seth.
From India, Ahmadabad
I am with Amit Seth. Choosing a negative way to avail SL in not a good thing. You should take your SL whenever you are really sick. Sana
From India, New Delhi
From India, New Delhi
Hi,
I guess we are being a little too stringent with our HR our policy. True SL is when u fall sick but the fact that an employee does not have and CL and PL and needs to be away for any of his personal reason then we need to go ahead and give him leave. As SL is only available that s the only way that would save him from an LOP
LOP s must be discouraged. It demotivates the employee harming the productivity cycle
Regards
Resham
From India, Madras
I guess we are being a little too stringent with our HR our policy. True SL is when u fall sick but the fact that an employee does not have and CL and PL and needs to be away for any of his personal reason then we need to go ahead and give him leave. As SL is only available that s the only way that would save him from an LOP
LOP s must be discouraged. It demotivates the employee harming the productivity cycle
Regards
Resham
From India, Madras
Hi Riji and all HR intellectuals.
I do agree with all the replies that it should be discouraged. But as per rule ( if i am wrong pls correct) if sick leave is availed for more than 3 days then only medical certificate is required. Upto three days it is not required. Because for just minor fever or some other like cough etc, employee need not go to to doctor for medicine. he can take the medicine on his own.
Rgds
Prabhakar Rao.M
From India, Delhi
I do agree with all the replies that it should be discouraged. But as per rule ( if i am wrong pls correct) if sick leave is availed for more than 3 days then only medical certificate is required. Upto three days it is not required. Because for just minor fever or some other like cough etc, employee need not go to to doctor for medicine. he can take the medicine on his own.
Rgds
Prabhakar Rao.M
From India, Delhi
Dear Riji
LOP is applicable if the employee does not have any leave in his credit.
Since SL is available, he can avail SL. He need not be really sick, but also have some personal work, he can avail SL by mentioning the concerned superiors. We HR people be little practical also in certain cases and can not apply all rules and regulations for smooth function of organisation.
L.Kumar
From India, Madras
LOP is applicable if the employee does not have any leave in his credit.
Since SL is available, he can avail SL. He need not be really sick, but also have some personal work, he can avail SL by mentioning the concerned superiors. We HR people be little practical also in certain cases and can not apply all rules and regulations for smooth function of organisation.
L.Kumar
From India, Madras
I think we shoulnt give LOP if he is so particular of having a leave then let him have a LOP. more over if we start giving sick leave in case of CL and EL even though we know that actualely he is not sick then what's the point of keeping a SL we can convert it to CL and EL. I think if a employee ran away by CL and EL and he require's a leave let him have a LOP so that there might be chance of reducing his leave's and getting back to work.
Joey
From India, Madras
Joey
From India, Madras
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