Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
Dear All,
I'm working as a HR Manager for one of a medium-small sized IT Consulting firm. We have a pattern of leave which is 08 casual / sick and 15 annual leaves in a year.
The case is that one of our resource requested for unpaid leaves since his father is severely ill and she and her mother are only members in her family to manage. As per the policy, unpaid leaves can only taken if the available quota of Annual leaves get exhausted. Now the situation is that she has already taken 15 days off due to emergency, and has availed 4 of her casual leaves for the same purpose..considering the situation whether it would be appropriate to go for exception and approve her unpaid leaves for the entire period or first adjust it from the annual leave quota and if exceeding from the quota then make it unpaid.
Note; since we do not calculate on earned quota, the problem will be that the resource will left with couple of casual leaves for rest of the year.
please advice.

From Pakistan, Karachi
The rule is simple...first adjust against casual leave and then against annual leave...and then when there is none in the balance then every leave taken will be unpaid leave.
From India, Mumbai
This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2020 Cite.Co™