PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Business Unit Manager
Recruitment/talent Acquisition, Career Counselling
Prashant B Ingawale
Sr. Hr Manager
Leadership & Motivation
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Prashant B IngawaleProviding any facility more that statue would be deemed as a Welfare activity so if your managmeent is interested you can provide the same.
But keep in mind after some time it would become practice & it is very difficult to withdraw the same. So be careful before implementing.....!!!
From India, Pune
Like Prashant B Ingawale mentioned, it's upto the Organization to include such occasions in the Leaves Policy.
And like he also mentioned, such things have a very likely chance of becoming precedences & it will be tough for you to go back.
But pl clarify if you don't have any Earned/Privileged Leaves OR LWP in your Leaves Policy? It COULD be better if you asked your employees to avail such leaves for any such occasions--the issue is handled & you also don't create any long-term HR imbalances.
From India, Hyderabad
Shabana BegumHi both,
Thanks for your responses...
In our organization we do have CL and EL for all confirmed employees apart from Sick leave. Its not the wish of management to give additional leaves. One of our employee himself raised this suggestion when he took leave for his marriage as some of his firends organization do follow this.
Thats why I checked in this forum to know about the best practices in other organizations.
Moreover both of you have said it will be difficult to go back, when we implement such change, what is the necessity to go back again. anyway one employee may avail this only once in his lifetime.
From India, Madras
You are focusing on ONLY ONE employee--while me & Prashant B Ingawale were referring to the other employees who MIGHT want to be implemented for them too in future.
Such situations arise when the employee strength increases in a company.
Suggest take the concurrence of your superiors before implementing any such decisions/policies.
All the Best.
From India, Hyderabad
dixonjose02Organisation like Suzlon & Hyundai, where i have worked, have Marriage Leave policy in place, which entitles an employee to max 3 days of marriage leave, starting from the date of marriage. Ofcourse, this is restricted to once only in his service time, even though one may divorce & re-marry. Some IT companies i know of gives one week marriage leave.
Also in Hyundai, we used to have a "consolation leave" policy, giving 2 days of leave in case of demise of a family member (i.e. spouse, child or parent or in-laws only).
Such practices gives a sense of belongingness to the employees & goes a long way in building long term engagement & relationship with the org.
In my view there is no need to review such policies, if we are looking at building great places to work.
From India, Mumbai
rajusiachenExtra leave is a Welfare measure. In some organisations (though rare!), the policy is to give 5-7 days leave on the employee's marriage and 3-5 days leave in case of a bereavement (spouse / parents / child). This leave is extra and not clubbed with AL / CL. It may be termed as a Special Leave as mandated in the organisation's HR Policy.
The Welfare measure is the magnanimity of the organisation's management and will boost the motivation of the employees.
From India, Coimbatore