How Can I Address Unfair Leave Policies and Management Bias in My Startup?

I am in a fix; please give some better advice to resolve this problem.

Startup Company Leave Policy Issues

It's a startup company, and I'm an HR here, but there is no perfect policy for anyone. During the Diwali festival, employees take leave before Diwali, such as from October 22 to October 30. According to the company's rules, all Diwali holidays count as leave. While this is a professional approach, the company does not provide any other benefits like bonuses. I believe this is unfair to the employees, especially since they are both very good employees.

Another issue is that senior employees do the same, but their leave is not deducted in the same way. However, junior employees are not treated equally. All decisions are made by top management, and if I say anything, they respond with various excuses and behave in a very dictatorial manner. I feel very bad about this situation. I don't want to reduce anyone's salary. What can I do? Please suggest a solution.

Please provide me with a better solution.

There is some time required to set up your organization. We are mediators and also consider both Management and Employees. The organization is new, so we will not be giving a bonus on the occasion of Diwali. This is also mentioned in the Payment of Bonus Act 1965. The organization is not liable to pay a bonus until 5 years from the starting date of the company. Any leave issues can be discussed with management.

With Regards,
Vineet Deshmukh

First of all, do not blame systems or persons. You need to change your attitude first. There is no point in blaming. If you feel the policies need to be changed, change them. Pray to God:

"Oh Lord! Give me the courage to change what I want to change.
Give me patience to accept what I cannot.
Give me wisdom to distinguish these two."

Develop Uniform Policies

As an HR person, develop various policies—whatever they may be—that are uniform for all employees. That is what your job is as an HR professional. You need to develop your basic convictions—to say what is right as right and wrong as wrong. Bulldoze the current system if you feel it is not good, then go ahead and implement new policies. Ask for the support of top management.

Internal Change Responsibility

What do you expect in an HR forum to change your company's culture, and how is it possible with external people like us? It is you—as an internal person—who needs to do that.

Regards,
V. Balaji

When we are working for an organization as employees, we have to obey the policies and guidelines in force within that organization. As an HR responsible person, you can propose amendments to the existing policies in the interest of the organization. At this point, your management may not agree to any amendments, but in the long run, when they realize the need, they will definitely follow your lead. Always ensure that until they realize the need for change, you continue to follow and encourage other employees to follow the existing systems.

Thank you.

I understand your concern. Most of the time, these types of organizations may have a different perspective. However, you will have to bear with it. The management might have considered that seniors are eligible for a week's leave in a year, while juniors who have not completed a year may not be allowed the same privilege.

Based on the above reasons, you should prepare a document outlining these points and forward it to the senior management for approval. Having a document will enable you to allow juniors to work on those days and receive their salary. If the company remains closed on those days, you can include a condition stating that the juniors should make up for those 4 or 5 days by working on holidays or weekends in the next 3 to 4 months. If they compensate for these days, their salary will be adjusted accordingly.

This approach could be a win-win situation for you, the management, and the juniors. Please try this out and remain composed; these challenges are part of the job. If the management remains unconvinced and does not agree, then it may be time for you to consider seeking a change. Such issues are common everywhere (70%) unless it is an MNC, a global company, or a firm with high standards.

Regards,
Kamesh

If the policy of the company was established before your tenure, take some time to observe the company's performance and growth under such policies. Some aspects may not align with your views but could still be valuable for the organization. Therefore, it is beneficial to assess the impact of these policies within the organization before suggesting changes.

Regarding Diwali Leave

If senior employees are granted a week of paid leave, junior employees should also be entitled to at least two paid days off. You can propose this adjustment to the management for their consideration. While providing bonuses is not mandatory, offering Diwali gifts to employees could foster a sense of engagement with the organization, thereby enhancing performance and retention rates.

Employee Treatment and Benefits

In terms of employee treatment, senior employees may receive additional benefits due to their prolonged service and dedication to the organization. Recognizing and rewarding their loyalty can serve as motivation for junior employees to aspire to similar levels of recognition and benefits.

Proactive Policy Enhancement

Instead of criticizing the management, consider presenting enhancements to existing policies that you believe would benefit the employees and contribute to the organization's overall growth. By demonstrating this proactive approach, you may persuade the management to adopt some of your proposed modifications that align with the employees' interests.

I hope these suggestions are helpful.

Thanks & Regards,
Renuka