ketaki-bhise
Hello All, Our company is a small scale one which has recently acquired another small scale company. The company which is acquired did not have any policies and paperwork documented and tracked. Can you please suggest what could be done in the case of allocating leaves for the year 2021 to the employees of the acquired company?
Though the company is acquired, it will still be known and functional as a separate entity than our organization; and we do not wish to completely change its culture.
In such case, what can be better, whether to start afresh with giving total no. of leaves that we give in the parent organization or give certain grace carry forward leaves? There is no previous track of no. of leaves availed by those employees. Looking for suggestions!

From India, Davorlim
KK!HR
1531

It is better to start on a clean slate, since no proper record exists. If you provide for continuing the old account, employees will try to take advantage unfairly and you will not be able to verify the claims and counter claims. It is better to keep the Pandora's box closed, as the proverb goes. The leave policy has to be slightly at variance with the original organisation to keep its seperate identity.
From India, Mumbai
Nagarkar Vinayak L
618

Dear Madam,
If your newly acquired entity comes within the perview of the State Shops and Establishment Act, then minimum leaves are stipulated which you have to follow. Or you are a Factory, then also Factories Act lays down minimum Earned leave. Besides , sickness and absence due to sickness will be governed by the ESI act if it applies to you.
You need to check these aspects of applicabilty which will guide you for your legal obligations on leaves as a starter.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant

From India, Mumbai
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