Nagarkar Vinayak L
Hr And Employee Relations Consultant
Gannahope
Deputy Commissioner Of Labour..a.p.

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One of my worker went on leave for 10 days duly sanctioned by HOD, but he has no leave balance, hence we have marked as Loss of Pay. After sanctioned leave he was absent next day, we marked as absent. At the time of reporting the duty he asked the absent day as considered as Sick Leave. We strongly opposed after continuation of Loss of pay (or) Absent, we could not adjust as Sick leave. Please clarify any one what I am said, it is correct or not.
From India, Mangalore
Dear Colleague,
The employee was granted leave on loss of pay. On expiry of this period , he should have resumed his duties but he did not. He reported day after and wanted his absence for the day to be treated as paid Sick Leave. Your refusal to do so is correct because it was in continuation of sanctioned leave on loss of pay and perhaps he did not intimate why he could not resume on due date. Besides, if he has no leave to his credit as stated by you, where is the justification to treat it as paid sick leave.
Regards,
Vinayak Nagarkar
HR-Consultant

From India, Mumbai
Ya sir
Fine
You don't want to treat it as either sick leave or LOP.Then what do you want to do? Marking absent should be inevitably converted as lop or eligible paid leave or send for desciplinerary proceedings.at the end of the every month.
Fear of desciplinery proceedings he requested consideration as LOP.
Give him a chance..in human consideration
If he does it again go for extreme step of irregular attendance
Pls remind salary sanctioning authority has every right to grant LOP for any single day also. No problem sanction LOP for one day also.
Th

From India, Nellore
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