Dear Deepti
As per your leave policy per year an employee is entitled for 21 days PL, but the PA has availed only 18 days PL in 3 months. with balance 3 days PL & 4 days CL he has to run the entire 9 months.
In this context where you are facing the problem or what makes you to think that PA has violated any leave policy which attracts any warning letter.
From India, Kumbakonam
1166As per your leave policy per year an employee is entitled for 21 days PL, but the PA has availed only 18 days PL in 3 months. with balance 3 days PL & 4 days CL he has to run the entire 9 months.
In this context where you are facing the problem or what makes you to think that PA has violated any leave policy which attracts any warning letter.
From India, Kumbakonam
Dear Deepti,
Firstly, it is important to consider your leave rules ie, whether you provide EL, SL, CL. If you have the same the employee (who so ever he might be) is eligible to take leave if he has balance leave in his account.
Also you need to check his old leave records, if he is a case of habitual absenteeism then you can give him a warning letter of habitual absenteeism and you can reject his leave application.
Anyways, the work never gets stop whether the employee is there or not, if he is on leave other person dose his work, work never stops. If the person is a PA it does not mean he do not have social life and cannot avail leave. If there are some very important work/ audit etc. then the leaves shall not be approved.
Thanks & Regards
Snigdha
From India, Mumbai
Firstly, it is important to consider your leave rules ie, whether you provide EL, SL, CL. If you have the same the employee (who so ever he might be) is eligible to take leave if he has balance leave in his account.
Also you need to check his old leave records, if he is a case of habitual absenteeism then you can give him a warning letter of habitual absenteeism and you can reject his leave application.
Anyways, the work never gets stop whether the employee is there or not, if he is on leave other person dose his work, work never stops. If the person is a PA it does not mean he do not have social life and cannot avail leave. If there are some very important work/ audit etc. then the leaves shall not be approved.
Thanks & Regards
Snigdha
From India, Mumbai
Hi
1st off all you need to check on the leave policy. if employ has got enough leave balance and the leaves are approved in advance nothing can be done. Further we may warn him orally and can be asked/educated him to reduce the leave from 7 days to 4 or 3 days or something like that.
its all depends upon the company Leave policy and procedures, especially for permanent employ if he is
regds
Pradeepan
From India, Raipur
1st off all you need to check on the leave policy. if employ has got enough leave balance and the leaves are approved in advance nothing can be done. Further we may warn him orally and can be asked/educated him to reduce the leave from 7 days to 4 or 3 days or something like that.
its all depends upon the company Leave policy and procedures, especially for permanent employ if he is
regds
Pradeepan
From India, Raipur
Dear Deepti
As you mentioned that all leaves are LWP, what is the meaning of LWP whether it is leave with pay or leave without pay.
If it is leave with pay than identify her past leave record if it is satisfactory enough and reason for leave is justified than you can just tell her to improve her leave record in future.
If it is leave without pay than its mean that she is a habitual leave taker and must be dealt with discipinary action as applicable in your company.
regards
raj_1234
From India, Rupnagar
As you mentioned that all leaves are LWP, what is the meaning of LWP whether it is leave with pay or leave without pay.
If it is leave with pay than identify her past leave record if it is satisfactory enough and reason for leave is justified than you can just tell her to improve her leave record in future.
If it is leave without pay than its mean that she is a habitual leave taker and must be dealt with discipinary action as applicable in your company.
regards
raj_1234
From India, Rupnagar
Dear Dipti,
Greetings for the day,
As Amit is true to tell that employee first to get his leave sanctioned from the directors then benifit should be granted secondly being an HR professionel you must approach to the reporting authority to whom that employee was reporting the get the approval afterward you proceed.
thanks & regards,
From,
Sumit Kumar Saxena,
+91-9899669071
From India, Ghaziabad
Greetings for the day,
As Amit is true to tell that employee first to get his leave sanctioned from the directors then benifit should be granted secondly being an HR professionel you must approach to the reporting authority to whom that employee was reporting the get the approval afterward you proceed.
thanks & regards,
From,
Sumit Kumar Saxena,
+91-9899669071
From India, Ghaziabad
Dear Deepti,
The employee has given advance intimation for leave required with reasons. There is no bar that leave should not be given in 3 consecutive months.
If the employee's past leave records do not show such incidents, you can approve all the leaves and make him happy. Forget the ""warning letters"" for such small issues...it not good HR practice according to me. Perhaps an oral caution would suffice.
Advance intimation facilitates you to take suitable alternate arrangements for smooth working of the organisation.
After all, what would YOU do when you have similar social/domestic commitments...?? Apply for leave..right !
Raj
From India, Madras
The employee has given advance intimation for leave required with reasons. There is no bar that leave should not be given in 3 consecutive months.
If the employee's past leave records do not show such incidents, you can approve all the leaves and make him happy. Forget the ""warning letters"" for such small issues...it not good HR practice according to me. Perhaps an oral caution would suffice.
Advance intimation facilitates you to take suitable alternate arrangements for smooth working of the organisation.
After all, what would YOU do when you have similar social/domestic commitments...?? Apply for leave..right !
Raj
From India, Madras
Dear Deepti,
Dont you think it is rather late in the day to ponder over whether leave applied for by an employee in the months of April and May should be allowed or not and leave applied for by the same employee is sanctioned for the month of June.
Please let us know how the period of absence of the concerned employee has been treated in the muster roll for the months of April and May. Also examine the reasons mentioned by the employee for which he took leave. If you are satisfied that the request for leave is on genuine grounds then please go ahead and grant him leave as requested by him and in accordance with the Company's leave policy/rules.
As a proactive measure you may like to counsel him to be regular and maintain a healthy attendance record.
Best Wishes,
Vasant Nair
From India, Mumbai
Dont you think it is rather late in the day to ponder over whether leave applied for by an employee in the months of April and May should be allowed or not and leave applied for by the same employee is sanctioned for the month of June.
Please let us know how the period of absence of the concerned employee has been treated in the muster roll for the months of April and May. Also examine the reasons mentioned by the employee for which he took leave. If you are satisfied that the request for leave is on genuine grounds then please go ahead and grant him leave as requested by him and in accordance with the Company's leave policy/rules.
As a proactive measure you may like to counsel him to be regular and maintain a healthy attendance record.
Best Wishes,
Vasant Nair
From India, Mumbai
I think a company need to balance work life and personal life, as you said he has worked for 4 years now and have taken 0.5 days leaves per month due to sick or some other reason, this shows that he is a responsible person, he worked for half day when he was sick.
Now that he need leave for his crucial situation happening at home we should support him. these are the situations when company can build its long term relationship with an employee. Knowing that he is handling a most responsible role in company, but apart from it he is also a family man.
I will share my experience in my last company, I was a HR Manager and after a year I had to take maternity leave for 3 months and also took extension of 2 more months, after that when I rejoined I had also asked for a request to work on half days for a month, thereafter I had also got adjustable working hours, instead of reporting office at 9 am, I got authority to report at 11 am and can leave once I complete my responsibility for a day. I would also manage calls from home.
I am really greatful that I have worked with a company who was so much supportive, this is how I spread my message to everyone about the goodwill of a company.
I think you should help him and ask the valid documents for the leaves, if you are satisfied with the documents provided, discuss with your MD and go ahead for granting a leave, he will be greatful about the company.
Regards,
Sanjukta
From India, Mumbai
Now that he need leave for his crucial situation happening at home we should support him. these are the situations when company can build its long term relationship with an employee. Knowing that he is handling a most responsible role in company, but apart from it he is also a family man.
I will share my experience in my last company, I was a HR Manager and after a year I had to take maternity leave for 3 months and also took extension of 2 more months, after that when I rejoined I had also asked for a request to work on half days for a month, thereafter I had also got adjustable working hours, instead of reporting office at 9 am, I got authority to report at 11 am and can leave once I complete my responsibility for a day. I would also manage calls from home.
I am really greatful that I have worked with a company who was so much supportive, this is how I spread my message to everyone about the goodwill of a company.
I think you should help him and ask the valid documents for the leaves, if you are satisfied with the documents provided, discuss with your MD and go ahead for granting a leave, he will be greatful about the company.
Regards,
Sanjukta
From India, Mumbai
Dear Deepti,
Refer his previous record to check his leave status. If he is regularly taking leave for the past 6 months, the action should be taken on him. If not you can approve the leave if there is no urgent work or need of him.
From Kuwait, Kuwait
Refer his previous record to check his leave status. If he is regularly taking leave for the past 6 months, the action should be taken on him. If not you can approve the leave if there is no urgent work or need of him.
From Kuwait, Kuwait
Hi..
I was very much impressed the way you guide the Employees/er with their company issues...
So please tell me how to draft a mail if one employee has taken the leave without intimating either HR or any Senior.
But she has informed one of our employee.So here my question is..if she could inform another employee but why cant she inform to Hr/Company?
So i would like to give a serious warning about this issue.And the way she replies to HR its not at all a professional as if there is no need of intimating to HR.
Kindly reply me.
From India, Hyderabad
I was very much impressed the way you guide the Employees/er with their company issues...
So please tell me how to draft a mail if one employee has taken the leave without intimating either HR or any Senior.
But she has informed one of our employee.So here my question is..if she could inform another employee but why cant she inform to Hr/Company?
So i would like to give a serious warning about this issue.And the way she replies to HR its not at all a professional as if there is no need of intimating to HR.
Kindly reply me.
From India, Hyderabad
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Karnataka Leave.xlsx
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