Sujata,
I am not sure if the leave management system in your office is automated or not.
If it is a manual system what is the process followed in leave approval..?
This method might help you to resolve such issues;
• Implement a policy for compensatory off.
o Define the validity of Comp-off .
o Define the duration of work hours for claiming comp-off
o Create a form for comp-off approval
o Create a form for comp-off leave application.
• Communicate the policy and help employees to identify themselves with it. Do not impose it on them.
• Ensure strict policy adherence ( irrespective of the members and their powers, across the hierarchy)
Note that the definition of leave says that it is an “authorized absence “to duty. Allowing employees to go on leave without approval & relevant documentation is not accepted.
Leaves should always be approved by employer. Considering the practicability & employer’s convenience , approving authority to be defined in written, or in case of employer’s absence that role can be assumed by the senior members. Preferably immediate RA is the right person to approve leaves. Approved leave application should flow to HR Dept for further process.
In the scenario you are facing;
The employee should submit leave form with approval signature from RA/HOD.
Chances of getting hooked during labor audits are more in case of non adherence to the leave policy.!!. So ensure to have proper documentation.
Hope the inputs helped you!!!
Thanks
From India, Bangalore
2I am not sure if the leave management system in your office is automated or not.
If it is a manual system what is the process followed in leave approval..?
This method might help you to resolve such issues;
• Implement a policy for compensatory off.
o Define the validity of Comp-off .
o Define the duration of work hours for claiming comp-off
o Create a form for comp-off approval
o Create a form for comp-off leave application.
• Communicate the policy and help employees to identify themselves with it. Do not impose it on them.
• Ensure strict policy adherence ( irrespective of the members and their powers, across the hierarchy)
Note that the definition of leave says that it is an “authorized absence “to duty. Allowing employees to go on leave without approval & relevant documentation is not accepted.
Leaves should always be approved by employer. Considering the practicability & employer’s convenience , approving authority to be defined in written, or in case of employer’s absence that role can be assumed by the senior members. Preferably immediate RA is the right person to approve leaves. Approved leave application should flow to HR Dept for further process.
In the scenario you are facing;
The employee should submit leave form with approval signature from RA/HOD.
Chances of getting hooked during labor audits are more in case of non adherence to the leave policy.!!. So ensure to have proper documentation.
Hope the inputs helped you!!!
Thanks
From India, Bangalore
Hi sujata,
Either its a comp off or any other leave the record must be maitained in the database along with the employee declaration. So ask her to provide the same. See, if you are ready to accept her leave as a comp off then what is the point that she is submitting her declaration.
Regards
Santosh
From India, Chandigarh
Either its a comp off or any other leave the record must be maitained in the database along with the employee declaration. So ask her to provide the same. See, if you are ready to accept her leave as a comp off then what is the point that she is submitting her declaration.
Regards
Santosh
From India, Chandigarh
Dear Sujata,
Besides the suggestions given by our friends here, I wish to add the following:-
1. Mention procedure for availing Compensatory Off in an Employee Handbook, to be provided to every new employee at the time of joining. This would avoid any controversy
2. In the case you have mentioned, more serious issue is involved than just Compensatory Off. The attitude of defiance by the employee needs to be addressed, since it is a matter of bad attitude. It should serve as a warning signal. A mild reprimand is advisable if it is a first incident. However, if the said employee is guilty of frequent defiance, he/she should be served a warning letter.
R. S. Patwardhan
From India, Mumbai
Besides the suggestions given by our friends here, I wish to add the following:-
1. Mention procedure for availing Compensatory Off in an Employee Handbook, to be provided to every new employee at the time of joining. This would avoid any controversy
2. In the case you have mentioned, more serious issue is involved than just Compensatory Off. The attitude of defiance by the employee needs to be addressed, since it is a matter of bad attitude. It should serve as a warning signal. A mild reprimand is advisable if it is a first incident. However, if the said employee is guilty of frequent defiance, he/she should be served a warning letter.
R. S. Patwardhan
From India, Mumbai
Hi Sujata, It is a good practice to have comp offs too applied and approved in advance. That will help you ensure work schedule is not hampered. Thanks Robin
From India, Kochi
From India, Kochi
[QUOTE=kumar1988santosh;1983860]Hi sujata,
Either its a comp off or any other leave the record must be maitained in the database along with the employee declaration. So ask her to provide the same. See, if you are ready to accept her leave as a comp off then what is the point of not submitting the declaration. Make a proper leave form stating the comp off also.
Regards
Santosh
From India, Chandigarh
Either its a comp off or any other leave the record must be maitained in the database along with the employee declaration. So ask her to provide the same. See, if you are ready to accept her leave as a comp off then what is the point of not submitting the declaration. Make a proper leave form stating the comp off also.
Regards
Santosh
From India, Chandigarh
Hi
Can any one differentiate the Comp off and the leave?Is Comp off carries any leagal Implication?
I presume leave to be entitlement while Off are Privillages.Kindly correct if I M Wrong.
Thanks
Bijay
From India, Vadodara
Can any one differentiate the Comp off and the leave?Is Comp off carries any leagal Implication?
I presume leave to be entitlement while Off are Privillages.Kindly correct if I M Wrong.
Thanks
Bijay
From India, Vadodara
Proforma uploaded by Mr. Sanjay Deonath is useful but a separate register for maintaining record of compensatory is also necessary to control the account.
From India, Bhopal
From India, Bhopal
1.As per system he/she must take prior permission for extra working on weekly holiday or management must asked for working on weekly off day in wrritten format.
2.When availing compensatory holiday he/she must apply for the same for avoiding in convenience in the work. or management must ask to avail c/off as per act otherwise it will laps.
ral
From United States, San Jose
2.When availing compensatory holiday he/she must apply for the same for avoiding in convenience in the work. or management must ask to avail c/off as per act otherwise it will laps.
ral
From United States, San Jose
Hi sujata,
Either its a comp off or any other leave the record must be maitained in the database along with the employee declaration. So ask her to provide the same. See, if you are ready to accept her leave as a comp off then what is the point of not submitting the declaration.
Regards
Santosh
From India, Chandigarh
Either its a comp off or any other leave the record must be maitained in the database along with the employee declaration. So ask her to provide the same. See, if you are ready to accept her leave as a comp off then what is the point of not submitting the declaration.
Regards
Santosh
From India, Chandigarh
Dear HR freds,
I hope u may know about Leave Policy, If u Have leave policy in your Orgn, Pl refer abt C.Off because it will be different from orgn to orgn. If you are not given about C.off in your policy u made a change with opinion of Mgt, and do it accordingly.
If am i wrong pl suggest me.
Regards
Kumara
kumara15.89@gmail.com
From India, Chennai
I hope u may know about Leave Policy, If u Have leave policy in your Orgn, Pl refer abt C.Off because it will be different from orgn to orgn. If you are not given about C.off in your policy u made a change with opinion of Mgt, and do it accordingly.
If am i wrong pl suggest me.
Regards
Kumara
kumara15.89@gmail.com
From India, Chennai
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