Hr Head With Pmi
Consultancy_hr & Ir
Organizational Development, Self Managed

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Hi all
As you know it is logic and procedure to take leave application before any employee goes on leave but is it ok to take application after somebody availed the leave on emergency and if he/she does not do that feeling that could be treated as absent in that case is the employee ok at his/her point.
what should be done for those employees...........
ref:Tarding company,Total Employee-100
kindly reply

From India, Lucknow
Hi Tarun,
The employees can take such leaves in case of emergencies, but it is important that they keep atleast their immediate manager informed about the emergency / the reason, so that the reqular operations doesnt get affected.
This is very much important if there is a medical emergency for a dependant. This helps the employee also, the HR can support by providing inputs on the Medicalim policy, if any.
If the employee claims this as a reason for leave often, then the case has to be looked at seriously.

From India, Madras
thanks for the reply,they do reply but my point is whether application for leave availed can be taken from him if so on which justification as already availed leave...... pl reply thnx tarun
From India, Lucknow
well you should conduct a small training on "Unscheduled leaves".
coming late/leaving early doesnt affect bottomline yet Unsched leave does..
remember policy/procedure are meant only for customer/ employee benefit. however most cos forget it n put policy on a higher pedestal that humans.. This leads to disastifaction amongst customer/ employee and eventually exit...

From India, Delhi

Leave is a privilege and not a right.

There must be codified rules in each organization to manage leave by employees. The rules provide for "entitlement for each type of leave", "application for leave", "the leave sanctioning procedure", "Leave records" etc.

Notwithstanding whether your organization has codified leave rules or not and even if it has, subject to the provisions of the codified leave rules of your organization, the general practice, understanding and operational considerations are:

1) Any and all types of Leave have to be "pre-sanctioned" though there will be honourable exceptions when the employee simply could not have obtained a prior sanction for his absence and these have to be treated in a humane way albeit logically and rationally.

2) If an employee first stays away from work then after absence comes back and wishes to "regularize" his absence by obtaining a post-facto sanction he is running a risk in as much as his reasons for not obtaining a prior sanction may not be acceptable by the leave sanctioning authority and the concerned absence may be treated as "unauthorised absence" which will bring him a pay cut and further an appropriate "disciplinary action".

3) Often people feel that if the employee has a credit balance in his leave account, leave cannot be refused. This is a grossly wrong understanding and interpretation of concept of leave.

4) Absence from work can be only, "authorised" or "unauthorised". Whether the said absence was despite a credit balance in the employee's leave account or not is an immaterial consideration. To stay away from work, the employee has to have a sanction-preferably a prior sanction than the post-facto sanction. But in post facto sanction cases if the facts justify the absence the sanction need not be denied.

5) People staying away and not even wanting to regularize the absence are vulnerable to serious disciplinary action, if initial counseling does not bring about improvement in conduct.

I trust your query is now fully answered. If you need more elaboration, please state so!



November 3, 2007

From India, Pune
thnx samvedan I think it is always related to the policy what company has earlier and accordingly one has to act.... thnx tarun
From India, Lucknow
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