More Then Entitled Leaves Availed - CiteHR
Head - Human Resources
Legal Analyst, Hrm
Ashutosh Thakre
Hr Professional
Hr / Ir

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Dear Seniors
This is about very non professional* scenario that happened in my organisation.
One of my colleague who had joined in july 2014 had entitlement of 45 leaves as per policy. But he had availed 69 leaves during this period because of error in HRMS (In HRMS He was offered 70 leaves and He availed 69) but now after review HR is going to deduct salary for remaining period (Other then 45 entitled days).
But my colleague don't want to pay the salary saying it is fault of HR and not his own so He will not pay. How to interpret this situation?
* because Sr. Manager does not reviewed the leave entitlement before giving approval in HRMS and HR also never audited leave in HRMS till now. Now when someone from team objected then they are taking this action.

Hi Parm,
Great that your company is giving you 45 days of leave in one calendar year. If an employee has taken leave above the eligibility then that has to be a LOP, no questions asked. Even though an error occurred in HRMS, the employee who availed the leave is well aware of his leave balance and the corporate leave policy which says 45 days in one calendar year.
If you do not imply a pay cut for the extra leaves the employee had availed then this exception, would start to rule and it will be very hard to regularize processes in your company.

Dear Parm,
First of all, no organisation allows 45 days or 70 days of leave every year.
Secondly, unintentional mistakes are always subject to rectification. So, your colleague should not take his service as granted, if he continues to resist rectification of error on the plea of fault of HR. Advise him to cooperate with the HR in the interest of his own career. It is not even slightly late for HR to audit the mistake if they have detected the error in the year 2015, as it is the question of his most recent entitlement for year 2014-15 only.

Apart from what seniors had replied to your query, would like to give my view differently as "Will your colleague or you will accept a mistake done by HR in Salary" If you accept short in Salary done by your HR then certainly I believe your HR will accept his fault and compensate for your excess leave"
There is a good proverb Human is to err. If you are pinpointing the fault of others then you should be flawless.

If the employee is not cooperating, then the HR has the option of deducting the 24 days salary from his monthly salary.
Then the HR has again as option of saying that this is HR mistake and as he has also enjoyed on one HR mistake, he has to suffer on the other HR mistake.
To cut the story short, just strongly, put your case forward and act.
Ashutosh Thakre

Dear Friends ,
Pl see how Appointment letter was issued without proper check up .
Who all are responsible HR / Dept in case they are allowed to see all other clauses .I f the individual say this is as per Letter , No one has Objected .e.g. Time office /Accts Dept./Salary checking team Internal Auditor .
Why individual should be responsible .for others fault .

Thanks for clarifying the things. I submit a mistake that out organisation provide only 35 leaves (all parts) in a year and this entilement of 45 dyas is till Dec. 2015 from June 2014 (total 1.5 Years). So agreed with Mr. Dhingra no organisation provide 45 or 70 days of leaves.
Thanks once again.

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