Kritarth Consulting
Posh Programs; Hr Management Consultants
Jyrkumari2019
Hr Executive

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Dear All,
I want to make changes in my Company Leave Policy as some of the employees are clubbing their leaves with weekends/Public Holidays Intentionally. So I to want put some restrictions sothat no one can misuse his/her leave. I would appreciate if i could get some suggestions to make this change.

From India, Greater Noida
Dear Jyrkumari
quantum of leave (for minim leaves to be given) is governed by either factories act/shop and Establishment act or standing orders.
In some types of leave it also prescribes about the max. leaves to be carried forward and accumulated.
However the law is silent whether to consider intertwining weekly off and festival holidays in continuous long leaves as leave or not?
A progressive and pro employee company will generally will not consider except in case of Sick leave . So call is your based on company's philosophy and values with which they operate.
Shailesh Parikh
99 98 97 10 65
Vadodara

From India, Mumbai
Essentially, any Employee can Avail Leave or proceed on Leave with Wages/Salary ONLY after s/he applies for Grant ofLeave and the Leave Application is Approved in Advance.
Absense-on-Leave without Prior Approval ( Written and or Verbal Sanction) is Unauthorized Absence From Duty and accordingly Need Not be adjusted automatically anytime thereafter. That is a Detrimental to Discipline Precednece/Practice and results in direct Loss of Business Profit /Profitability and Workplace Disciline is bound to be What you describe it in your Post. Please Tighten Supervision & Management ofWork, Workplace and Workers (given any Designation).
Any Act Unworthy of Employmnt Should Be treated by One & all as An Act of Indiscipline /Misconduct punishable as per the Codified Service Rules. And Indisciline is Non-Negotiable.
Kritarth Team of OD Advisors & Implementers
11.3.2019

From India, Delhi
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