Hello Everybody ,
One of our employee took an extended maternity leave of 3 months post her permitted allowance.
Now she has resigned and the company has accepted the same.
My query is do we take her experience only till she completed the 3 months of compulsory leave granted or we need to mentioned the extended 3 months as even though she was on LOP she was on the rolls of the company.
Or do we give seperate letter stating about the extended leave ?
please give your valuable inputs.
Thanks & Regards
Gargi
From India, Bangalore
One of our employee took an extended maternity leave of 3 months post her permitted allowance.
Now she has resigned and the company has accepted the same.
My query is do we take her experience only till she completed the 3 months of compulsory leave granted or we need to mentioned the extended 3 months as even though she was on LOP she was on the rolls of the company.
Or do we give seperate letter stating about the extended leave ?
please give your valuable inputs.
Thanks & Regards
Gargi
From India, Bangalore
Dear Mr.Gargi, If the company has permitted her for 3 months extended maternity leave, Then we need to include that extended period also in her Service certificate. KP
From India, Madras
From India, Madras
Dear Gargishetty
I wonder, how an HR can even think of .. "My query is do we take her experience only till she completed the 3 months of compulsory leave granted or we need to mentioned the extended 3 months as even though she was on LOP she was on the rolls of the company.
Or do we give seperate letter stating about the extended leave ?"
unless there is some personal prejudice involved ??
Have you ever heard of an "Experience Certificate" which has the period of leave segregated or bifurcated ??
As HR professionals, we should not be swayed by the "personalities" or our relationships -good or bad; rather focus on the fact and act like professionals (in which case such DOUBT would have never entered your mind).
Warm regards.
From India, Delhi
1426I wonder, how an HR can even think of .. "My query is do we take her experience only till she completed the 3 months of compulsory leave granted or we need to mentioned the extended 3 months as even though she was on LOP she was on the rolls of the company.
Or do we give seperate letter stating about the extended leave ?"
unless there is some personal prejudice involved ??
Have you ever heard of an "Experience Certificate" which has the period of leave segregated or bifurcated ??
As HR professionals, we should not be swayed by the "personalities" or our relationships -good or bad; rather focus on the fact and act like professionals (in which case such DOUBT would have never entered your mind).
Warm regards.
From India, Delhi
Hi:
Giving an experience letter should not be an issue.
Until and unless the employee is not taking due advantage of the privilege provided. Extended Maternity Leaves are anyways normal, and its usually required.
But you don't have to pay for this extended leaves.
Take care
From India, Mumbai
Giving an experience letter should not be an issue.
Until and unless the employee is not taking due advantage of the privilege provided. Extended Maternity Leaves are anyways normal, and its usually required.
But you don't have to pay for this extended leaves.
Take care
From India, Mumbai
Dear Mr Raj Kumar Hansdah ,
Thank you for your response ,with due respect to your feedback I still think my question has been read in the wrong context. Let me explain it again and rephrase it again .
Employee has resigned after availing 6 months of leaves of which 3 was paid for as per the company rule and the remaining 3 months was unpaid.
My query is should I include the 3 months of LOP and non working time as part of experience ? or should I just account for the time till the maternity leave expired. I agree on that part where I discussed about a separate letter , its wrong . Thank you for correcting me on that
Just as an input sir , the person I am talking about happens to be very close to me . We do not want anyone in the company to misjudge our friendship as taking rules for granted. That is why this query.
Thank you everyone for your inputs.
Regards
Gargi
Please advice.
Thanks
From India, Bangalore
Thank you for your response ,with due respect to your feedback I still think my question has been read in the wrong context. Let me explain it again and rephrase it again .
Employee has resigned after availing 6 months of leaves of which 3 was paid for as per the company rule and the remaining 3 months was unpaid.
My query is should I include the 3 months of LOP and non working time as part of experience ? or should I just account for the time till the maternity leave expired. I agree on that part where I discussed about a separate letter , its wrong . Thank you for correcting me on that
Just as an input sir , the person I am talking about happens to be very close to me . We do not want anyone in the company to misjudge our friendship as taking rules for granted. That is why this query.
Thank you everyone for your inputs.
Regards
Gargi
Please advice.
Thanks
From India, Bangalore
Gargi,
Legally,speaking the leaves were approved leaves by management and therefore you cant exclude them from exp. or tenur of employment irrespectrive of pay or un paid leaves thats the internal call of the management.
Another way of looking at it is that the employee before going on leaves have done something for organization keep that in mind and good gesture we should include it in her exp certificate. This will not only show how employee oriented procedures you follow. Also this will help you in preventing an irate employee.....
From India, New Delhi
Legally,speaking the leaves were approved leaves by management and therefore you cant exclude them from exp. or tenur of employment irrespectrive of pay or un paid leaves thats the internal call of the management.
Another way of looking at it is that the employee before going on leaves have done something for organization keep that in mind and good gesture we should include it in her exp certificate. This will not only show how employee oriented procedures you follow. Also this will help you in preventing an irate employee.....
From India, New Delhi
It is simple. Leave is part of job whether it is paid or unpaid and it is officially approved. Regards, Rajesh
From Singapore, Singapore
From Singapore, Singapore
- In Experience / Service Certificate, Date of Joining and Date of Relieving is mentioned to indicate the total service period, hence excluding leave period from service period is out of question.
- You can not have different dates on record i.e. you mention one date in Service Certificate and another date in Leave and Attendance Record. This is unfair as well as wrong.
- If at all you do not wish to include employees without pay leave, in her service period, which also happens to be at the end of her service period, may be you can obtain a back dated resignation letter from her and change all your records accordingly. Though I am not in favour of doing this.
From India, Pune
Hi, 1. Leave has been approved by management. So it is a part of her tenure with your organisation. 2. As HR professionals we should not forget the 'human' touch. Regards
From India, Visakhapatnam
From India, Visakhapatnam
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