In my company, we CL-15 and SL-5; once these leaves are completed, employees go on LOP. Need to control the leaves (LOP).
How many LOP private companies can allot to the staff, and if the number exceeds, then what is the next step?
Posted by
Laina Dsouza
HR Manager
From India, Mangalore
How many LOP private companies can allot to the staff, and if the number exceeds, then what is the next step?
Posted by
Laina Dsouza
HR Manager
From India, Mangalore
You can reduce LOP by increasing the number of leaves. if you are an establishment covered by Shops and Commercial Establishments Act. give the employees the statutory leaves, like, 12 days CL, 12 days SL and 12 days PL. Even after that the employees are going for leave without pay, then there should be some reason, an issue with your establishment, that prompts employees to absent. That should be serious one, and you have to find it out. If you do not get nay reason, then start initiating disciplinary action against those who take more leaves. You can even dismiss such employees but after following certain procedures. But before that please ensure that you give leaves as per law in force.
From India, Kannur
4282From India, Kannur
You can not 'allot' LOP to employees
Perhaps you mean that you want to limit the number of LOPs that an employee gets to take.
In your internal HR Process, you need to have a monitoring system and then the action plan.
1. your standing orders should provision for misconduct on account of excessive absence. (unauthorised absence)
2. You should issue notices where employees are taking a large number of unauthorised leave
3. Use HR for counselling the employees to be more regular
4. Finally, you can issue showcause for excessive absence and then conduct an Domestic Enquiry
If your standing orders allow, then based on Domestic Equity and provisions of standing order, you can remove that employee
From India, Mumbai
Perhaps you mean that you want to limit the number of LOPs that an employee gets to take.
In your internal HR Process, you need to have a monitoring system and then the action plan.
1. your standing orders should provision for misconduct on account of excessive absence. (unauthorised absence)
2. You should issue notices where employees are taking a large number of unauthorised leave
3. Use HR for counselling the employees to be more regular
4. Finally, you can issue showcause for excessive absence and then conduct an Domestic Enquiry
If your standing orders allow, then based on Domestic Equity and provisions of standing order, you can remove that employee
From India, Mumbai
Your company, provides Casual Leave (CL) -15 and Sick Leave (SL) -05.
You didn't say how many Earned Leaves provided by your company in a calendar year. You can not decide without the earned leave.
In no case the Earned Leave can be called as CL and SL because it's illegal.
So you need to amend your leave policy. You can not call any absent as LOP in absence of EL and even exhaust of CL& EL as per present practice. You need to understand it in legal manner under the present labour laws are in force.
From India, Mumbai
You didn't say how many Earned Leaves provided by your company in a calendar year. You can not decide without the earned leave.
In no case the Earned Leave can be called as CL and SL because it's illegal.
So you need to amend your leave policy. You can not call any absent as LOP in absence of EL and even exhaust of CL& EL as per present practice. You need to understand it in legal manner under the present labour laws are in force.
From India, Mumbai
I wish to give my views on this subject.
First of all the word LEAVE denotes the meaning PERMISSION. But unfortunately it is mistaken as a privilege. Any Leave of Absence preferred by an employee either due to ill health of his/his family members/relatives -dependant or otherwise - must be applied initially through Oral communication and later Ratified after resuming Duty Even The Annual Leave/ Earned Leave / Privilege Leave must be applied in Advance so that the work / assignment allotted by the Employer doesn't get affected. Nowadays the usage of Word " Leave Taken" has become a matter of routine or rights. True that any human has a responsibility to honour Invitation for attending Family/ Social Function which compels him to be away from his work. But that has to be planned well in advance and he can not embarrass his employer or colleagues. If the Establishment or The Factory has and honour providing Leave of Absence as prescribed by the Applicable Laws or as per the Rules governing one's. employment, then, it has to be adhered. Exemption in the case of Emergency is always accepted. The suggestion is to bring an Awareness on regular attendance and its importance and impact . Let us develop employees for regular work and not mae the work atmosphere horrible and a burden.
From India, Chennai
First of all the word LEAVE denotes the meaning PERMISSION. But unfortunately it is mistaken as a privilege. Any Leave of Absence preferred by an employee either due to ill health of his/his family members/relatives -dependant or otherwise - must be applied initially through Oral communication and later Ratified after resuming Duty Even The Annual Leave/ Earned Leave / Privilege Leave must be applied in Advance so that the work / assignment allotted by the Employer doesn't get affected. Nowadays the usage of Word " Leave Taken" has become a matter of routine or rights. True that any human has a responsibility to honour Invitation for attending Family/ Social Function which compels him to be away from his work. But that has to be planned well in advance and he can not embarrass his employer or colleagues. If the Establishment or The Factory has and honour providing Leave of Absence as prescribed by the Applicable Laws or as per the Rules governing one's. employment, then, it has to be adhered. Exemption in the case of Emergency is always accepted. The suggestion is to bring an Awareness on regular attendance and its importance and impact . Let us develop employees for regular work and not mae the work atmosphere horrible and a burden.
From India, Chennai
Laina Dsouza, you being a HR Manager should be aware of statutory provisions w.r.t. leave as per the applicable acts/rules, in your case the Karnataka Shops & Establishments Act. This the same as pointed out Mr.Madhu.TK. in his post dt.2.1.25. You also must be aware of the kind of leave 'LOP', nonexistence and any quota there under. Ofcourse CL per-se is also not a prescribed leave though almost all establishments follow grant of such leave, for e.g. one day for every month of service rendered. I think you should review your leave policy to set right it exactly as provided for in the KS&E Act. It won't be appropriate to suggest any other leave which is not supported by the relevant act. Once you introduce EL/PL as per the act the problem of LOP now you face automatically will get extinguished. LOP is an extraordinary arrangement in exigencies or under specific circumstances and considered in rarest of rare cases only. It can even been denied totally.
From India, Bangalore
From India, Bangalore
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