Hi All,
I have this question that does a Company provides any waiver on Laeves for an Employee during his Marriage????
Please let me know the names of the Organisation who follow this practice & the days for which waiver is extended...
I need to submitt details with my firm for this for enhancing our Leave Policy..
Response awaited
Warm Regards
Geeti
From India, Bangalore
I have this question that does a Company provides any waiver on Laeves for an Employee during his Marriage????
Please let me know the names of the Organisation who follow this practice & the days for which waiver is extended...
I need to submitt details with my firm for this for enhancing our Leave Policy..
Response awaited
Warm Regards
Geeti
From India, Bangalore
Dear Geeti,
As far as I know every person who is employed takes leave to get married. All Companies have this system.
A person is entitled to enjoy is due leaves whether casual or earned leave as per his requirement with prior sanction.
In case of Marriage every Employer allows the employee to use the leave he is asking for.
Regards,
SC
From India, Thane
45As far as I know every person who is employed takes leave to get married. All Companies have this system.
A person is entitled to enjoy is due leaves whether casual or earned leave as per his requirement with prior sanction.
In case of Marriage every Employer allows the employee to use the leave he is asking for.
Regards,
SC
From India, Thane
Hi Geeti,
Organizations wherein I have worked never had any separate leave for Marriage purpose. An employee can always take earned/ privilege leaves as mentioned by Swastik.
However, in case of an employee not having a credit of EL/PL, some Organizations give advance El/PL so that the employee need not worry about loss of pay, atleast during marriage!!! :D
Would like to know the trend in other Organizations as well!!!! Maybe in BPO it could be one of the retention strategies...
Most Organizations have marriage gift policy... :D
Regards,
Anuradha
From India, Pune
Organizations wherein I have worked never had any separate leave for Marriage purpose. An employee can always take earned/ privilege leaves as mentioned by Swastik.
However, in case of an employee not having a credit of EL/PL, some Organizations give advance El/PL so that the employee need not worry about loss of pay, atleast during marriage!!! :D
Would like to know the trend in other Organizations as well!!!! Maybe in BPO it could be one of the retention strategies...
Most Organizations have marriage gift policy... :D
Regards,
Anuradha
From India, Pune
Hi,
Leave of any kind either a matter of terms and conditions of employment or an appropriate law.
What the law provides the employer is bound to follow.
What entitlements are granted as terms and conditions of employment depend upon the policy of the particular company.
Under Indian conditions, mostly in all organizations no "special" leave is granted to an employee for his own marriage and therefore as all others are saying one has to resort to his own leave.
Normally the terms and conditions are uniformly applicable to all employees or at least to employees in the same class of employment. Therefore to grant entitlement of this kind to the unmarried employees could/would be construed as differentaition with no justification by the married emplopyees and such a thing would lead to stress in the organizational situation. Perhaps for this reason employers generally avoid such fancy privileges beinf extended.
Regards
samvedan
September 13, 2006
From India, Pune
Leave of any kind either a matter of terms and conditions of employment or an appropriate law.
What the law provides the employer is bound to follow.
What entitlements are granted as terms and conditions of employment depend upon the policy of the particular company.
Under Indian conditions, mostly in all organizations no "special" leave is granted to an employee for his own marriage and therefore as all others are saying one has to resort to his own leave.
Normally the terms and conditions are uniformly applicable to all employees or at least to employees in the same class of employment. Therefore to grant entitlement of this kind to the unmarried employees could/would be construed as differentaition with no justification by the married emplopyees and such a thing would lead to stress in the organizational situation. Perhaps for this reason employers generally avoid such fancy privileges beinf extended.
Regards
samvedan
September 13, 2006
From India, Pune
Dear Geeti,
Let me put it this way,as per rules if an employee has accumulated leave or entitled to take leave he/she is can avail it with prior sanction. On the other hand if the employee does not have any accumulated leave, it is totally upto the Company to decide whether to give him/her special leave sanction. As the name "special" suggests it is solely on the Management to decide to whom it should be given and to whom it should not on a case to case basis, without creating a precedent. Most reputed Company's follow an uniform policy and grant thease leaves on a case to case basic depending upon the urgency and genuinity of the case. It is not only marriage it also applies to death cases.Some companies I know even ask whether the employee has any plan to get married in near future.
As for Samvedan:
I wish to say that married employees understands the situation very well and never seen them putting forth any reservations in regard to special leave on Marriage. Some employees will always be there who has problem with everything but the majority of them are sane, helpful and reasonable. In the end as Samvedan is saying if married employees have reseravtions in case of the above, it is an indication that your workforce is not happy with the company and is raising issues to put their voice forward.
Regards,
SC
Regards,
SC
From India, Thane
Let me put it this way,as per rules if an employee has accumulated leave or entitled to take leave he/she is can avail it with prior sanction. On the other hand if the employee does not have any accumulated leave, it is totally upto the Company to decide whether to give him/her special leave sanction. As the name "special" suggests it is solely on the Management to decide to whom it should be given and to whom it should not on a case to case basis, without creating a precedent. Most reputed Company's follow an uniform policy and grant thease leaves on a case to case basic depending upon the urgency and genuinity of the case. It is not only marriage it also applies to death cases.Some companies I know even ask whether the employee has any plan to get married in near future.
As for Samvedan:
I wish to say that married employees understands the situation very well and never seen them putting forth any reservations in regard to special leave on Marriage. Some employees will always be there who has problem with everything but the majority of them are sane, helpful and reasonable. In the end as Samvedan is saying if married employees have reseravtions in case of the above, it is an indication that your workforce is not happy with the company and is raising issues to put their voice forward.
Regards,
SC
Regards,
SC
From India, Thane
Dear All,
I have joined a company and been working with them from past 8-9 months.
My queries:
1. I have not taken any leaves during last 9 months but recently i got married and applied for 25 days leaves (for marriage purpose) and hr has sanctioned only 12 days leaves and rest days as loss of pay even i had 25 leaves in my account, also they have stopped my salary of past 3 months.
2. I requested my company that after marriage i would want to work in day shift as i am not keeping well on health front and i had been assured that i will be moved to day shift after marriage, now HR has put up a condition that i will be given day shift only if i will not take leave for next 3 month.
Because of above reasons i am mentally disturbed and not in a condition to continue with the organization.
Can anyone please advise me what shall i do next and how shall i handle the HR.
HR is threatning in way of bond and relieving letter.
So is bond legal in nature and can hr stop the salary of an employee for 3 months.
I have discussed the above queries from some of my freinds and they said its illegal in nature and freezing and is an criminal offence (freezing salary for 3 months), if it is so kindly let me know the supporting labor act so that i can stop the harrassment.
Thanks
From India, Gurgaon
I have joined a company and been working with them from past 8-9 months.
My queries:
1. I have not taken any leaves during last 9 months but recently i got married and applied for 25 days leaves (for marriage purpose) and hr has sanctioned only 12 days leaves and rest days as loss of pay even i had 25 leaves in my account, also they have stopped my salary of past 3 months.
2. I requested my company that after marriage i would want to work in day shift as i am not keeping well on health front and i had been assured that i will be moved to day shift after marriage, now HR has put up a condition that i will be given day shift only if i will not take leave for next 3 month.
Because of above reasons i am mentally disturbed and not in a condition to continue with the organization.
Can anyone please advise me what shall i do next and how shall i handle the HR.
HR is threatning in way of bond and relieving letter.
So is bond legal in nature and can hr stop the salary of an employee for 3 months.
I have discussed the above queries from some of my freinds and they said its illegal in nature and freezing and is an criminal offence (freezing salary for 3 months), if it is so kindly let me know the supporting labor act so that i can stop the harrassment.
Thanks
From India, Gurgaon
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