Leave Policy [Thread 243706]

HI ...
Could some one tel me ,what should be leave policy for a person who has already tendered his/her resignation and serving notice period.How many days he/she can take leaves during his/her notice period.
Thanks in advance
Regards
Jay

It depends on the rules framed under the leave policy.
However, an employee is deemed to be a full-fledged employee, till he/she gets relieved from the responsibilities. All the leave rules are applicable to him / her, though he / she resigns from the employment and awaits the relievement.

But tel me one thing, if anyone is having 30 leave balance and in that case will he be eligible to take 25 leaves ...acccording to you, he should get 25 leaves, then what about the 1 month notice period????

But tel me one thing, if anyone is having 30 leave balance and in that case will he be eligible to take 25 leaves ...acccording to you, he should get 25 leaves, then what about the 1 month notice period????

Whatever leave balance he / she has, the reporting manager shall sanction. Then only he / she can proceed on leave. If not sanctioned, it would be LOP. However, the remaining leaves will be encashed / lapsed, depending on leave policy, in the full and final settlement of account.

Thanks for ur prompt response..But my question is, wht about 1 month notice period which is required...Suppose the boss approves/sanctions leave though, what should HR act further on this since he is not attending the office for 25 days out of 30days notice period..If some one is going on leave for 20-25 days out of 30 days notice period , can we treat that leave period as notice period.
I have 1 more query.When an employee leaves an organisation, do we need to encash his/her balance CL??and if so, how do we calculate the same???

In such case, do LOP for the days he has not attended for duties or for the days his leave is not sanctioned. i.e. do LOP for 25 days. Yes.. you will have to treat that leave period / LOP period as notice period.
For second query, you will have to encash balance leaves only as per the leave policy of the company. Normally, no company will offer encashment of CL. Only EL / PL are supposed to be encashed in most of the companies.
Calculation is Basic Pay or Gross Pay / 26 * No of leaves of to be encashed.
Again, it is your company's policy, whether to offer leave encashment on Basic or Gross Pay.
Regards
vsure

No my question was, if his boss has already sanctioned/approved his 25 days leave, in that case, what HR is supposed to do.There might be a case where in if you have good terms/relation with your boss , he might grant your leave application for 25 days, but what HR policy says in normal practices.

My dear,
You will have to go by Leave Policy, though the boss approves. Even he sanctions 25 days leave during the notice period or in normal course, you will have to record the leaves as per the actual eligibility and do LOP for the remaining days.
Hope you have got clarity now.

I m sorry to bother you..As i had mentioned already , he has already leave balance of 30 and has got approval from Boss for 25 days.so in a normal course ,we cannt treat it as LOP, but during notice period , how shoud we go about it..as you are saying he is eligible to get all the benifits until he leaves organisation, in that case , how we are justifying with one month notice period...in this case,if he goes on leave for 25 days(Approved ), he is serving only 5 days notice period.
Hope you got my question nw.