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Termination of an employee on extended leave
An employee of our is on leave from the last one month due to an accident. he has been sending us updated medical reports that suggest he gets more rest so needs more time to get back to work. we have had performance issues regarding this employee too though not much has been done formally reg this issue by his manager or hr. can we go ahead and terminate his services before he comes back to work as we have enough records from the tracker system to show he has been not performing for several months?
Handling employees who have no respect for the rules - make it an ego issue
Hi everyone i have joined as hr in a small organisation . i am the first hr of this organisation and in the process of implementing hr policies. i encounter some issues here with the employees and needs your valuable advice on this pls. payroll is done by accounts with mistakes. here employees of certain categories hodasst.manager are not all signing the attendance gets full salary but feels like prestige issue if asked to sign the attendance. one senior employee of our organisation has not come to office for 1 week and we receive no information from her. when asked for leave letter she claims that she has worked from home on these leave days and will not submit any leave letter though she has el & cl & no rules will be applicable to her as she is of senior position. there are also other employees who supports her in this. i have asked to streamline these sort of issues by the management. kindly help me to handle these employees pls.
Termination of an employee on the basis of a performance issue - encashment of unused pl/el
Hi all we are planning to terminate an employee on the basis of a performance issue i would like to understand is there any compliance related to payout of unused earned leave or it can vary from company to company. we have stated in the employee handbook that on performance issues no will be enchased that will suffice.
Employee final settlement - terminated due to serious and offensive conduct issues - possible issue we have come across in our company
Dear all greetings i would like to get a suggestion on a possible issue we have come across in our company. one of the employees was terminated due to serious and offensive conduct issues. the employee s final settlement is on hold salarypf can i please get the expert s suggestion to close the issue.
Dissapproved leave
I was on leave for 5 days. i had informed 15 days before to my manager that i have some personal family issue so i need leaves. in response i got "unless the reason is clearly shared with manager and if i feel that you genuinely need to be on leave during that duration only then leaves will be approved. as of now they are unapproved." so my question is can manager ask personal issues forcefully? i was on leave with disapproval.then i got the response "this indiscipline is completely not acceptable. it is no longer a performance issue but general office etiquette and discipline.i no longer see you a fit for my team and a fit within company. consider this as your 1 month notice period effective from today." please help me what should i do in this case?
Rewards
Hi all retention as become very challenging for hr and the management especially in it industry where very few people stick on to the company for some time. we have people completing 5 years with us and we thought to reward them in cash or kind. i have thought of the following options. cash amount and a gift with company logo or a trip to mauritius singapore or malaysia for 2 and a gift with company logo incase the 2nd option travel is considered is the leave given by the company or employee has to apply for leave from his/her leave balance. what is the minimum and maximum leave granted in both the cases company or leave balance? does the company insure the employee and spouse? any legal issues if the company provides the leave and if insurance is not covered? or any other leagl issues? would appreciate if you could help me on this. regards anu