hi all, there is a small employee case come up at our office,
an employee went for an maternity leave for 3 months which she extended more for 1 month.ie complete 4 months.(duration March 1 , 2006 to July 1 2006).
now she was due for an appraisal on March 30, 2006 ,which didnt happen as she was on maternity leave that time.
she has resumed office from July 1, 2006 and has asked management for change in timings , (2 hrs less work time).
how do i work out this , shall i adjust it against her increment which was due in march 2006 or i deduct her proportionate pay from salary.
pls advise as i am lost ... :(
:(
rgds, sara
From India
1an employee went for an maternity leave for 3 months which she extended more for 1 month.ie complete 4 months.(duration March 1 , 2006 to July 1 2006).
now she was due for an appraisal on March 30, 2006 ,which didnt happen as she was on maternity leave that time.
she has resumed office from July 1, 2006 and has asked management for change in timings , (2 hrs less work time).
how do i work out this , shall i adjust it against her increment which was due in march 2006 or i deduct her proportionate pay from salary.
pls advise as i am lost ... :(
:(
rgds, sara
From India
We had the same Case
But our Organisation gave appraisal .. did nt comprise onit ..
Changing time for one month more is fine .. or let her work from home if she can whts the harm thats wht we did .. tranferred the pc to her place .. there were some changes in salaries while she worked from home .. that can be negotitated
Regards
Rupa
From India, Mumbai
But our Organisation gave appraisal .. did nt comprise onit ..
Changing time for one month more is fine .. or let her work from home if she can whts the harm thats wht we did .. tranferred the pc to her place .. there were some changes in salaries while she worked from home .. that can be negotitated
Regards
Rupa
From India, Mumbai
Hi!
Since she is due for a raise I think it would be best if you let her know what the total emoluments she is entitled to for the normal working hours.
However you could negotiate/dictate(for 8hrs you receive--X amount therefore for 6 hours you receive 6X/8 Amount) as may the case be.
Also remember, you should negotiate keeping in mind the job responsibilities.
Regards,
Shyamali
From India, Nasik
Since she is due for a raise I think it would be best if you let her know what the total emoluments she is entitled to for the normal working hours.
However you could negotiate/dictate(for 8hrs you receive--X amount therefore for 6 hours you receive 6X/8 Amount) as may the case be.
Also remember, you should negotiate keeping in mind the job responsibilities.
Regards,
Shyamali
From India, Nasik
hi sara,
in such cases, the extra month taken can be adjusted against her PL balance if any or taken as loss of pay if her boss wants to...
frankly no organisation would permit an employee to work 2 hrs less unless there is some genuine reason...her appraisal can be extended
faye
From United Arab Emirates, Dubai
in such cases, the extra month taken can be adjusted against her PL balance if any or taken as loss of pay if her boss wants to...
frankly no organisation would permit an employee to work 2 hrs less unless there is some genuine reason...her appraisal can be extended
faye
From United Arab Emirates, Dubai
Thanks u all,
definitely yr replies have helpled me to think in particular direction ,
i think i give follong options to management which shall be fair to mgmnt and employee as well.
1) postpone her appraisals till ---mid term appraisl /or the time she resumes her normal working hrs.
2) As she is due and has to be given an increment, her increment will be on prorata as compared to her complete increment for normal working hrs.
pls advise if i am right or are there any other options wherein i can make adjustments.
:roll: thanx, sara
From India
definitely yr replies have helpled me to think in particular direction ,
i think i give follong options to management which shall be fair to mgmnt and employee as well.
1) postpone her appraisals till ---mid term appraisl /or the time she resumes her normal working hrs.
2) As she is due and has to be given an increment, her increment will be on prorata as compared to her complete increment for normal working hrs.
pls advise if i am right or are there any other options wherein i can make adjustments.
:roll: thanx, sara
From India
Dear Sara,
I differ in this...please note that the appraisal is for the performance in the last financial year and she deserves it as per her performance. You cannot give it on pro-rata basis. You will have to give her as per the standards of your organization.
However, whatever decision you take now can be effected in her performance appraisal and subsequent review of her remuneration wef April 07
Warm regards,
Anuradha Zingade
From India, Pune
I differ in this...please note that the appraisal is for the performance in the last financial year and she deserves it as per her performance. You cannot give it on pro-rata basis. You will have to give her as per the standards of your organization.
However, whatever decision you take now can be effected in her performance appraisal and subsequent review of her remuneration wef April 07
Warm regards,
Anuradha Zingade
From India, Pune
Sara,
She should be given raise in her salary which was due in march as far her extension of maternity leave the same can be adjusted from her PL or can be considered leave without pay depending upon the merit of the case.
With regard to her working for 6 hours for the initial 2 - 3 months she can be allowed to work from the home provided work should not suffer. Later on the same can be done by deducting her salary against this less time.
The above depends on her job profile whether hers is desk job, field job or critical job wherein presence in the office for 8 hours is required.
Deepa
From India, Gurgaon
She should be given raise in her salary which was due in march as far her extension of maternity leave the same can be adjusted from her PL or can be considered leave without pay depending upon the merit of the case.
With regard to her working for 6 hours for the initial 2 - 3 months she can be allowed to work from the home provided work should not suffer. Later on the same can be done by deducting her salary against this less time.
The above depends on her job profile whether hers is desk job, field job or critical job wherein presence in the office for 8 hours is required.
Deepa
From India, Gurgaon
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