vasudha_rao Started The Discussion:
Hope everyone is doing good.
I have a query how to treat leave during notice period of an employee.
Generally, our organization do not give leave during the one month notice period. But, what if an employee genuinely falls sick? Sick leave cant be planned isn't it? So, should an employee be relieved on the same date as promised at the time of resignation or the number of days have to added to the notice period? Pls help as we might have to change the existing policy.
Pls give ur comments and suggestions.
This depends on organization's policy. As in our organization an employe can avail SL (sick leave) during notice period. However CL (casual leave) and PL (privileged leave) can't be availed.
In this case we cant ask employee to extend his/her notice and relieve him/her on the said date.
Hope this helps.
The employee can avail Leave during Notice period but that leaves must be in accounts. Even he can avail PL also and that will be adjusted with his notice period. Because the employee is eligible to avail those leaves which he has in his accounts.
But it might differ from company to company as HR policy of every company differs, but in case of one organistion where i worked with, we use to give the leaves even in his notice period and was been adjusted from his notice periods.
As per the situation you will be deducting the salary for the employee but will you guys consider those number of days towards the notice period? If no, the employee is losing his salary as well as the notice duration.
I believe as of now you can make an exception for his leaves. In future you will have to re-look at the policies and the exceptional cases.
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