How does one, and should one, accommodate a high-performing employee with a strong work ethic who asks to take a "trip of a lifetime" – a long vacation lasting approximately 3-4 weeks? Is it something to seriously consider granting if the employee has accrued the time? What issues are involved?
Thanks,
Mike
From United States, Clayton
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Thanks,
Mike
From United States, Clayton
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Mike, does this amount of leave fall within the contractual entitlement? If yes, and if he hasn't used any of his entitlement so far, it's perfectly legitimate to request such a vacation. Please note that HR should ensure that if such leave is granted for one employee, then everyone who has accrued such leave and has requested it should be granted as well. Otherwise, you may face discrimination charges.
I did not understand what you meant by a high-performing employee. Irrespective of their performance, all employees are entitled to their contractual leave entitlements. If you have concerns with their performance, you need to manage it under the company's performance procedure.
Hope this helps.
From India, Hyderabad
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I did not understand what you meant by a high-performing employee. Irrespective of their performance, all employees are entitled to their contractual leave entitlements. If you have concerns with their performance, you need to manage it under the company's performance procedure.
Hope this helps.
From India, Hyderabad
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Hi,
I understand your intention that we should invest in high-performing employees, but I disagree with you as to why the company should issue leave above and beyond his/her contractual annual leave entitlement. The annual leave entitlement should be uniform throughout the company to all employees irrespective of their performance, and yet the company may wish to add incentives to staff for their performance. For example, if they achieve their targets, they will be entitled to extra days of holidays or a bonus. However, if such incentives are not in the company's benefits structure, he/she will be entitled to their contractual entitlement and nothing more than that. They can, of course, request unpaid leave, which is at the discretion of the management (again, this should be covered by the policy).
Giving extra days off because they are high-performing is purely discriminatory against other employees. But I totally agree with you that employees should be granted their time off from time to time.
Welcome your comments.
From India, Hyderabad
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I understand your intention that we should invest in high-performing employees, but I disagree with you as to why the company should issue leave above and beyond his/her contractual annual leave entitlement. The annual leave entitlement should be uniform throughout the company to all employees irrespective of their performance, and yet the company may wish to add incentives to staff for their performance. For example, if they achieve their targets, they will be entitled to extra days of holidays or a bonus. However, if such incentives are not in the company's benefits structure, he/she will be entitled to their contractual entitlement and nothing more than that. They can, of course, request unpaid leave, which is at the discretion of the management (again, this should be covered by the policy).
Giving extra days off because they are high-performing is purely discriminatory against other employees. But I totally agree with you that employees should be granted their time off from time to time.
Welcome your comments.
From India, Hyderabad
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