Well, it is difficult for a third party to comment on your company's approach towards the employees in case of leaves.
No. of leaves being offered to the staff depends on various factors like, statutory compliance, nature of work, working hours, whether the staff works 5 or 6 or even 7 days a week (sometimes). So your 24 days of leave may include a compensatory off too. So, I suggest you to study all the parametres and then think about it.
I was wondering why you have this doubt that you are being too good to your employees.
What you have described is normal in the banking sector in India. And considering that they get nearly all public holidays, its frightening when you count the actual working days. But they dont seem to be the worse for wear - as far as organization performance goes. Some of them get "AAA" ratings and do quite well.
As Abhishek mentioned, leave is a privilege. Do you have cases of misuse? Those would have to be dealt with on a case to case basis. I overall agree with Abhisheks comments.
What is the reason fo your doubt?
Its true that productivity depends on efficiency.
but in some cases, being present in the office becomes important. we are a software company, and employees work closely with clients and there are always one thing or the that the client wants to talk to them about, long absences are a problem.
since the employees know that they have leave, they tend to use them even if they dont strictly need to.
I just want to know if your company also has the provision of 24 days of previlage leave?
btw, our company is in tamilnadu
The reason I had this doubt is because of the hitches that we have as a mid size organization when employees take off long holidays. it does not affect their individual performances though.
i understand that they are allowed to take such holidays according to their leavce policy. All i wanted to know was, does ur company give 24 previlage holidays per employee?
Actually, my organization gives 30 days PL per annum for all employees. :D
So, if productivity is not affected, then its no problem. To handle customer queries in their absence, ensure that your process documentation is upto the mark and current. Also ensure that current status is handed over to colleague and boss prior to the employee proceeding on leave.
All the best.
please remember that giving them a leave entitlement of x days and sanctioning (allowing) them to avail the leave are 2 different things.
:lol: :wink: Would you like to revise your definition of "being good to employees"?
By the way, this is also a complaint in quite a few organizations that work pressure is such that they are unable to avail leave (part or all of it), and hence a policy of leave encashment was born.
I am not aware of such limits for carrying forward of PL. As far as I understand, carrying forward one's leave balance is an internal company policy, which can vary from organization to organization.
All the best! and you're welcome.
in our company's policy, the PL can be carried over for a maximum of 3 years. it expires after 3 years, no encashing.
as you said, it seems to be a matter of internal policy and does not seem to be hard and fast legally.