LEAVE CANNOT BE CLAIMED AS OF RIGHT, BUT……
No doubt leave cannot be claimed as a matter of right and even annual leave cannot be granted to an employee when desired in an emergent situation, what to say of any other kind of leave other than the kind of leave prescribed in the Factories Act. So, a company has the unfettered discretion to follow rigid policies only which are provided statutorily. But some vital aspects need not be overlooked that may cause harm to the interests of the company.
The job of an HRM man is of complex nature and results more in discontentment rather than contentment of the employees of an organization. If he adopts negative attitude, the results are always negative in terms of profitability and efficiency of the organization in terms of employee unrest, strikes, lockouts, resulting in to larger financial and image loss of the company than if the company allows some insignificant benefits to the employees. So, it is necessary for a HR man to be positive. Leave, if allowed to an employee at the time of need definitely creates loyalty amongst the employees and respect for the management. During my service period of 39+ years, I was never bothered by any employee or their unions and they had full faith in my working methods. Even I allowed short leave to employees in addition to their leave entitlements. In turn, no employee refused to work even when I asked to sit after office working hours and they never dared to ask for OT at their own, as they knew wherever justified I would allow OT without their asking. My units had always been giving much better results than all other Units.
Legislative acts provide statutory provisions that a company has to comply with in definite terms. Acts provide for minimum of the facilities that the organizations must have to provide to their employees and rest depends upon the local policy of the management of the organization.
BUT –
Efficiency, excellence and economy should always be the watchword of any organization. But, doubtlessly, both excellence and economy depend upon employee’s efficiency. So, the HR man has to make such a policy on behalf of the management so that employee’s efficiency is not retarded intentionally or unintentionally. An HR man should know that rigidity never pays for ever. It is always against the interest of the organization, as it leads to unrest amongst the workers. So, HRM has to think positively to motivate employees to remain at work and provide efficient and service. So, per force, HR has to think about motivation of the working cadres that contribute to the profitability of the company. Its policy should be of the long term nature and not of the short term nature.
Needless to emphasize, HR and Finance has to go side by side to achieve results for the company. Neither Finance Wing, nor the HR wing alone can contribute efficiency, excellence and economy. The present economic crisis, or the so called recession, has not impacted all the organizations, except a few large scale organizations whose management was corrupt and could not observe ethics of corporate governance. But in the name of recession, every organization is trying to take advantage of that limited recession caused in the handful of organizations due to the unethical acts of their managements. So, I must advise managements not to try taking undue advantage of the so called crisis.
Take the employees and their unions in to confidence to discuss such issues, not in such a way that they should consider that as their birth right to discuss every issue with them, but with the feeling of gratitude that they are getting additional unwarranted service benefit.
Emergencies happen to everyone in his/her life. So, may be to some limited extent, but CASUAL LEAVE IS A MUST for employees.
For sick leave, of course that should not be mandatory. But, if a long hospitalization occurs to an employee, the management must be sympathetic to its employee and members of his/her family to provide adequate means of their livelihood, may be in the shape of half pay, or ex-gratia amount. HR need not take everything on it. Delegation is a must in such cases. Only the immediate supervisor or manager may be knowing the state of affairs of his/her subordinate. So, their recommendation should be taken as a valid ground for grant of such kind of leave or compensation. By making all such provisions you will definitely be winning your employees loyalty. These things are also necessary to attract talents from the open market for better results when they are able to know that your company I would allow them more facilities and benefits than the competitor organizations.
National Holidays are always paid holidays and are to be compensated by OT if the employees are called to work. However compenatory off can be granted in lieu of other holidays on which a worker has been made to work.
SO, HR should always be flexible to adjust itself according to the needs of time and in the interest of the organization! Not allowing CL or SL, of course is inhuman. HR is supposed to take welfare of staff also.
P S Dhingra
Vigilance and Change Management Consultant
No doubt leave cannot be claimed as a matter of right and even annual leave cannot be granted to an employee when desired in an emergent situation, what to say of any other kind of leave other than the kind of leave prescribed in the Factories Act. So, a company has the unfettered discretion to follow rigid policies only which are provided statutorily. But some vital aspects need not be overlooked that may cause harm to the interests of the company.
The job of an HRM man is of complex nature and results more in discontentment rather than contentment of the employees of an organization. If he adopts negative attitude, the results are always negative in terms of profitability and efficiency of the organization in terms of employee unrest, strikes, lockouts, resulting in to larger financial and image loss of the company than if the company allows some insignificant benefits to the employees. So, it is necessary for a HR man to be positive. Leave, if allowed to an employee at the time of need definitely creates loyalty amongst the employees and respect for the management. During my service period of 39+ years, I was never bothered by any employee or their unions and they had full faith in my working methods. Even I allowed short leave to employees in addition to their leave entitlements. In turn, no employee refused to work even when I asked to sit after office working hours and they never dared to ask for OT at their own, as they knew wherever justified I would allow OT without their asking. My units had always been giving much better results than all other Units.
Legislative acts provide statutory provisions that a company has to comply with in definite terms. Acts provide for minimum of the facilities that the organizations must have to provide to their employees and rest depends upon the local policy of the management of the organization.
BUT –
Efficiency, excellence and economy should always be the watchword of any organization. But, doubtlessly, both excellence and economy depend upon employee’s efficiency. So, the HR man has to make such a policy on behalf of the management so that employee’s efficiency is not retarded intentionally or unintentionally. An HR man should know that rigidity never pays for ever. It is always against the interest of the organization, as it leads to unrest amongst the workers. So, HRM has to think positively to motivate employees to remain at work and provide efficient and service. So, per force, HR has to think about motivation of the working cadres that contribute to the profitability of the company. Its policy should be of the long term nature and not of the short term nature.
Needless to emphasize, HR and Finance has to go side by side to achieve results for the company. Neither Finance Wing, nor the HR wing alone can contribute efficiency, excellence and economy. The present economic crisis, or the so called recession, has not impacted all the organizations, except a few large scale organizations whose management was corrupt and could not observe ethics of corporate governance. But in the name of recession, every organization is trying to take advantage of that limited recession caused in the handful of organizations due to the unethical acts of their managements. So, I must advise managements not to try taking undue advantage of the so called crisis.
Take the employees and their unions in to confidence to discuss such issues, not in such a way that they should consider that as their birth right to discuss every issue with them, but with the feeling of gratitude that they are getting additional unwarranted service benefit.
Emergencies happen to everyone in his/her life. So, may be to some limited extent, but CASUAL LEAVE IS A MUST for employees.
For sick leave, of course that should not be mandatory. But, if a long hospitalization occurs to an employee, the management must be sympathetic to its employee and members of his/her family to provide adequate means of their livelihood, may be in the shape of half pay, or ex-gratia amount. HR need not take everything on it. Delegation is a must in such cases. Only the immediate supervisor or manager may be knowing the state of affairs of his/her subordinate. So, their recommendation should be taken as a valid ground for grant of such kind of leave or compensation. By making all such provisions you will definitely be winning your employees loyalty. These things are also necessary to attract talents from the open market for better results when they are able to know that your company I would allow them more facilities and benefits than the competitor organizations.
National Holidays are always paid holidays and are to be compensated by OT if the employees are called to work. However compenatory off can be granted in lieu of other holidays on which a worker has been made to work.
SO, HR should always be flexible to adjust itself according to the needs of time and in the interest of the organization! Not allowing CL or SL, of course is inhuman. HR is supposed to take welfare of staff also.
P S Dhingra
Vigilance and Change Management Consultant