Please suggest me out if employee x served his notice and he have took sandwich leave during his notice period so as per the our organisation rule no leave allowed during a notice period it will be consider as a lop and notice period will be increase accordingly so my question is that how should we have to calculated his increase notice day. it will be count according to less day or according to lop .
Example :
Employee "x" have 9 LOP ( included 4 sandwich leave )
And according to resignation letter his notice will going to end 18th May
Let me know the correct detail of working days that he have to extend after May 18th, 2019.
From India, Noida
Example :
Employee "x" have 9 LOP ( included 4 sandwich leave )
And according to resignation letter his notice will going to end 18th May
Let me know the correct detail of working days that he have to extend after May 18th, 2019.
From India, Noida
Hi,
Yes, most of the Companies doesn't encourage leave during notice period.
In your case the extension should be the number of days leave availed by the employee only and not including the in between holidays (sandwich leave).
Also the general practice followed among companies is either extension of notice period or LOP for the number of days leave availed. Not both.
From India, Madras
919Yes, most of the Companies doesn't encourage leave during notice period.
In your case the extension should be the number of days leave availed by the employee only and not including the in between holidays (sandwich leave).
Also the general practice followed among companies is either extension of notice period or LOP for the number of days leave availed. Not both.
From India, Madras
Dear member,
Its not fair HR Practices of a company that an employee who will be going away from organization is not allowed to utilize leaves due to his credit. The fair practice would be to allow resignee pro-rata leave during notice period as he would have been otherwise in employment. Suppose, he has month's leave entitlement PL-2.5 DAYS,Sick leave-0.75 days and CL=1/2 DAY, ie total of all leaves =3.75 days, this he would earn and may avail in a month, should be given as approved leave. Justification and Logic is understood for you, me and whole world. If notice period is three months, similar formula but ensure that he does not remain absent and applies leave same month. The leaves which will be availed by exiting employee is subject to necessary sanction of HOD.In case, employee avails leaves as suggested above and does his work without causing any work suffer, he may be allowed more leaves out of his leave balance with unspoken message that it is a good will gesture and management discretionary powers for promotion of employees dedication and in recognition of good performance.As observed, this is as a matter of rule generally practiced by good organization and employees feel communicated, satisfied and they carry a good image with them.
Regds,
RDS Yadav
Director,
Future Instt.of Management and Technology, Bareilly (U.P.)
&
Labour Laws Adviser
Navtarang HR Services
MOB: 8439811539
whats app-9634532026
From India, New Delhi
Its not fair HR Practices of a company that an employee who will be going away from organization is not allowed to utilize leaves due to his credit. The fair practice would be to allow resignee pro-rata leave during notice period as he would have been otherwise in employment. Suppose, he has month's leave entitlement PL-2.5 DAYS,Sick leave-0.75 days and CL=1/2 DAY, ie total of all leaves =3.75 days, this he would earn and may avail in a month, should be given as approved leave. Justification and Logic is understood for you, me and whole world. If notice period is three months, similar formula but ensure that he does not remain absent and applies leave same month. The leaves which will be availed by exiting employee is subject to necessary sanction of HOD.In case, employee avails leaves as suggested above and does his work without causing any work suffer, he may be allowed more leaves out of his leave balance with unspoken message that it is a good will gesture and management discretionary powers for promotion of employees dedication and in recognition of good performance.As observed, this is as a matter of rule generally practiced by good organization and employees feel communicated, satisfied and they carry a good image with them.
Regds,
RDS Yadav
Director,
Future Instt.of Management and Technology, Bareilly (U.P.)
&
Labour Laws Adviser
Navtarang HR Services
MOB: 8439811539
whats app-9634532026
From India, New Delhi
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