Dear All,
We are an IT product development company and want to know how IT industries are taking action on Paid Leave policy . In this current Pandemic conditions all employees are working from home,in this scenario can employer stop crediting their Paid leaves or employer has to credit as per leave policy.
How the IT industry is following.
Kindly share your comments.
Thanks & Regards,
Pourna.
From India, Hyderabad
We are an IT product development company and want to know how IT industries are taking action on Paid Leave policy . In this current Pandemic conditions all employees are working from home,in this scenario can employer stop crediting their Paid leaves or employer has to credit as per leave policy.
How the IT industry is following.
Kindly share your comments.
Thanks & Regards,
Pourna.
From India, Hyderabad
Hi Pourna-s,
Instructions, SOPs issued by central & state govt. doesn't come into making any policy changes in HR management except encouraging WFH arrangement to the extent possible. When permitting WFH it doesn't mean the concerned can roam around and enjoy the comforts of remaining in their homes. People day by day gain opinions in favour of working at office as what they say more stressful comparatively due to obvious reasons.
So I don't think elaborate policy changes in leave admn.would be necessary. Login itself taken as 'present' and continuously hooked on to their 'online' connectivity. Stopping crediting accrued leave is uncalledfor. My view is, leave admn can continue as before. What's required is amending 'Employees compensation Act' 'ML'/ESIC covering 'domestice violence' also.
From India, Bangalore
1064Instructions, SOPs issued by central & state govt. doesn't come into making any policy changes in HR management except encouraging WFH arrangement to the extent possible. When permitting WFH it doesn't mean the concerned can roam around and enjoy the comforts of remaining in their homes. People day by day gain opinions in favour of working at office as what they say more stressful comparatively due to obvious reasons.
So I don't think elaborate policy changes in leave admn.would be necessary. Login itself taken as 'present' and continuously hooked on to their 'online' connectivity. Stopping crediting accrued leave is uncalledfor. My view is, leave admn can continue as before. What's required is amending 'Employees compensation Act' 'ML'/ESIC covering 'domestice violence' also.
From India, Bangalore
Dear Friend,
How does it differentiate between work at home and work at office . The companies monitor the IT employees who work at home . I am told that the IT employees do turn out a better productivity working at home with frequent meetings and jobs by deadline and that thees employees are even constrained to have lunch interval /coffee intervals which they normally enjoys whilst in office .
Therefore your thinking to stop crediting paid leave ( earn leave) is most uncalled for and rather undermining the credibility of your own employees working at home during this pandemic situation. In fact these employees deserve more incentives /credits for turning out a better productivity and timely execution of jobs as per your clients' needs
Panchsen
P.Senthilkumar
9884009193
From India, Chennai
How does it differentiate between work at home and work at office . The companies monitor the IT employees who work at home . I am told that the IT employees do turn out a better productivity working at home with frequent meetings and jobs by deadline and that thees employees are even constrained to have lunch interval /coffee intervals which they normally enjoys whilst in office .
Therefore your thinking to stop crediting paid leave ( earn leave) is most uncalled for and rather undermining the credibility of your own employees working at home during this pandemic situation. In fact these employees deserve more incentives /credits for turning out a better productivity and timely execution of jobs as per your clients' needs
Panchsen
P.Senthilkumar
9884009193
From India, Chennai
Dear all,
I may add, my own experience, our son is working in an MNC/IT Co., he has been asked to WFH till Dec.20. They treat the login time as their attendance and lockout goes beyond normal working hours, sometimes even into midnight. Their offices fully shut, save lot of money on power bill, house keeping, consumables, stationery, cafeteria, pickup & drop, meeting expenses, courtesies and so on. Where is the need for revising the leave policy. Even when he needed to go out for ATM etc. he records temporary permission request mentioning the time duration. Likewise, he also apply leave as before when required. In fact their office should compensate for tea & snakes and other employee welfare exp. considerably saved by WFM. My better-half complaining that our domestic expenses doubled for the last 4 months. Pl.drop your idea of revising your leave policy, afterall come December every one would go back to their normal routine.
From India, Bangalore
I may add, my own experience, our son is working in an MNC/IT Co., he has been asked to WFH till Dec.20. They treat the login time as their attendance and lockout goes beyond normal working hours, sometimes even into midnight. Their offices fully shut, save lot of money on power bill, house keeping, consumables, stationery, cafeteria, pickup & drop, meeting expenses, courtesies and so on. Where is the need for revising the leave policy. Even when he needed to go out for ATM etc. he records temporary permission request mentioning the time duration. Likewise, he also apply leave as before when required. In fact their office should compensate for tea & snakes and other employee welfare exp. considerably saved by WFM. My better-half complaining that our domestic expenses doubled for the last 4 months. Pl.drop your idea of revising your leave policy, afterall come December every one would go back to their normal routine.
From India, Bangalore
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