Dear all,
two employees in our office are takingh leave for 15 days due to examination. they both are nnot confirmed. Shall i deduct 15 days salary for that month or should i consider genuine reason of exam??
please guide to frame a policy in above case.
regards,
swapna
citehr member.
From India, Pune
two employees in our office are takingh leave for 15 days due to examination. they both are nnot confirmed. Shall i deduct 15 days salary for that month or should i consider genuine reason of exam??
please guide to frame a policy in above case.
regards,
swapna
citehr member.
From India, Pune
There can not be any leave without sufficient reasons. All leave sought are suppose to be with genuine reasons only. Therefore, if the employees do not hold leave to their credit, let them be on leave without pay only. If you give leave (special ) with pay finding that the reason is genuine, later when another person comes with yet another reason which is also genuine, the matter will go out of your control. Finally, as an HR man you only will be answerable to the MD. I will not advise you to deviate from any policy but flexibility can be there with regard to implementation of policies. But always think that privileges become right and,therefore, think twice before granting any privilege.
Regards,
Madhu.T.K
From India, Kannur
4193Regards,
Madhu.T.K
From India, Kannur
As Mr. Madhu rightly says - follow the policy. Also keep in mind that in future if you deviate from the policy for one person, someone else also might expect the same from you. It is very essential to be consistent in our decisions... deviate only when there is an exception but do not end up creating too many exceptions.
Regards,
Nikita
From India, Pune
Regards,
Nikita
From India, Pune
Hi,
I would agree to both Madhu and Nikita that you should follow the company policy.
As the employees are on probation you should deduct the 15 days salary. Usually the employees who are on probation are not entitled for leave unless your company has such policy. If they have sufficient leave balance you can always consider that.
Thanks
Harsha
From India, Bangalore
I would agree to both Madhu and Nikita that you should follow the company policy.
As the employees are on probation you should deduct the 15 days salary. Usually the employees who are on probation are not entitled for leave unless your company has such policy. If they have sufficient leave balance you can always consider that.
Thanks
Harsha
From India, Bangalore
Follow the policy, but as you being the HR Manager you can speak to the MD on behalf of your employees and get them some relaxation. Thanks n regards Yogesh
From India, Bangalore
From India, Bangalore
I am also agree with Mr. Madhu’s suggestion and you should follow the same suggestion without any hesitation. Regards, Sunit Saha
From India, Delhi
From India, Delhi
Hi, i would agree with all on policy part, if you have a policy on these type of leaves.
If you don't have a policy then it is high time that you frame a policy and get it approved.
As madhu has communicated all the leaves are genuine and stick to your company policy.
If you don't have a policy then it is high time that you frame a policy and get it approved.
As madhu has communicated all the leaves are genuine and stick to your company policy.
there is any rule for EL leave we can’t availe 4 time , only we can availe max. 3 times, pl give me sugesiion. with law , ACT-sec. thanking you, Shailesh
From India, Pune
From India, Pune
My suggestion would be to consider this case as genuine. Employees are primarily HR/HC. Being responsible for HR, you should encourage self development endeavours by employees. HRD is also HR responsibility.
George
From China, Beijing
George
From China, Beijing
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Why did this talented employee leave.doc
Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf