Dear All, My company is a small software firm having only 20+ employees,
i have concern about employees leaves, as per calender year, employees are eligible to take 21 pl, 6 sl and 6 CL.
As they are having leaves in account, every month they ask for leaves for a day or two. I'm not getting how to deal with this situation.
Please help me with proper way to reject or deal with this situation as if i approve one's request and rejects another's. it will create a issue.
Management has asked me to take decision on leave approval or rejections.

From India, Mumbai

I guess you have too many leaves for them. The best way is to rework on your leave policy. Since there are 20 employees ,You can initiate only privilege leave. Also work on process how they can avail this leave.

From India, Mumbai
Hi Ragini,
It's very easy to keep a leave records of employees in excel sheet. In big companies Humman Resource department having a lot of records and also calculates easly on monthly & yearly basis as well.
I am sharing leave & attendance formats for your perusal please.

From India, Mumbai

Attached Files
File Type: xls attendance_sheet-jan_08_850(1).xls (154.0 KB, 234 views)

It will not be good in long run to reject the leave every time. If company has agreed and planned the leave as mentioned above then it is incumbent upon the organisation to respect its own policy.
It can be worked out in another way. Since it's the IT company, the work must be in project packets (an assumption. Pl correct, if i am wrong). You should nominate a team of three to five people each and give them discretion to plan their leave within the group while maintaining 70-80% strength of the team at any given time. That way, you will reduce your workload, secondly employees will feel part of decision making and it will nurture team spirit.Over a period of time, a team will weed out non-fitting members and work out their leave in happy environment.
However, as an HR guy/girl, one must ensure that an employee gets full quantum of leave at the time of his/her choice, as far as possible.

From India, Mumbai

turnaround and management training
sick leave and casual leave must be given on demand due to their nature. As for as paid leave is concerned it can not be denied eithe,r but timing are subject to workload and must be sanctioned by next senior in line of reporting. But principally all leave must be availed by employees. If the availing of leave is affecting smooth functioning of organisation, then the cause is inadequate staffing. This must be assessed based on available work days and time required after taking leaves into account.
From India, Chandigarh
Just a suggestion here. As you are a start-up you guys need to revise your Leave Credits policy.
A general market standard is:
1. 18 or 20 total Paid Leaves in a calendar year. (you can name it as paid leave, sick leave, casual leave etc). Just the total count of this should be either 18 or 20. It is not recommended to exceed this count.
2. This does not include - Maternity Leave and Paternity Leaves. Those to be assigned separately.
3. National Holidays to be 8 or 10 days as fixed holidays plus 4 or 2 (respectively) optional holidays. These are separate over leaves mentioned in point 1.
For more details, write to me on:


From India, Hyderabad

Hii Raginiti,
Managing the employer’s data related to leave becomes quite cumbersome. I would suggest you buy the best leave management software. Then It's very easy to keep a leave record of employees. <a href="">Leave Management System </a> would automate leave request process, making the job easier for both management and employees. It makes things easier because all the documents are submitted through the system. The approval/rejection from the supervisor is also through there.

From India, Delhi
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