Karthik Nayudu
Regional Manager - Hr
Hr & Administrtion
Arun Kumar Maitra
Presently Working As Company Secy. In Old
Law, Especially Labour Law
Manager Hr
Manager - Hr Excellence
Operations, Hr And Marketing
Hr Professional
Sr. Sr. Manager(hr & Admin)
+3 Others

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One of our employee get married.And for this ceremony he couldn't attend office for One week. as per company policy no employee are eligible for leave with pay. As he is in Probation period so his salary will deduct from his remuneration.
Please let me know as this is valid reason so is it possible or has any rules for granting this leave with pay?

Leave is an Employee liability and it should be there from day1. He is eligible for CL & SL even he is in Probation.
As per statutory regulations : 12 CL & 12 SL (Jan - Dec) is Mandatory for employees, It will start accumilation from 1st Month itself.
From 2nd Year of service 15 PL i.e., 1.25PL will come into force apart from 12CL &12SL.

Dear Fariza Haque Labony,
In this case you can convert it into Bangladesh Labor Law 2006.
If your company doesn't agree with that then no law can be used in this case. This is a company policy issue.

Ms. Laboni, During the probation period the individual can avail only C/L & S/L. & as per labour law of Bangladesh that individual can avail 10 days C/L & 14 days S/L per year Regards Rabbany
Dear Fariza Haque Labony,
Usually when an employee joins a new organisation, and his marriage is scheduled in his probation period, the new employee has to disclose / share the same with the panel members at the time of the interview.
Usually in many companies, the new employee is given an advanced PL (Privilege Leave) / EL (Earned Leave) as a special case.
I have hardly seen any company giving LWP (Leave Without Pa) to any new employee for his / her marriage.
Again i would say it depends on leaves policies of each company.

May be given proponent leave during probation period for complete days & also take advance leave by prior permission by director.
So it is helpful new employee.
Anil n.sharma
manager hr
udaipur ( rajasthan )

Normally, in most of the Organisations, except C.L. no other leave is granted till confirmation.However, there are exceptions also.So,it entirely depends upon the Leave Rules of that particular Organisation. Even then many of them grant Special Leave/Advanced Leave,if no leave is due.However, leave is not a matter of right and it is fully at the discretion of the employer to grant/not to grant it.
Casual Leave can not be advance..whenever an employee joins in the organization, s/he is supposed to get casual leave/sick leave as per the law. You may consider advance earned leave as law does not bar to give such leave.. any pro employee act may be justifiable under the law.

The moot question is how does organisations handle this, if candidate declares in advance about marriage during his/ her interview?
As a practical Manager, in my opinion, this issue is an opportunity for organisation and HR, to have a positive bonding with employee. This need not be tackled technically only.
Making and announcing provision for advance PL as an exception, would be the right choice than weighing it lawfully/ technically.
You must be real and genuine towards the real concerns of employee. marraiages are made in heavens and you cannot decide date, as per employers choice. This decision whenever comes on your way has to be respected and appreciated.
Imagine an employee's marriage finalises by his family after 15 days of his joining.......what will you do?

Yes I agree. If the policy does not cover and if it is mentioned in appointment letter--this is the policy. But it's better to ask for permission than to fight during probation or for career.
I would suggest to let him submit an application to the authority mentioning the valid reason.
And tips for these type of problem: Please invite formally your management and top boss and ask for best wishes in such matter. Ethically they can't deduct but accept your leave.

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