Dear All,
We are in a process of reformulating our leave policy. So need suggestions and input on "how important it is to pay leave encashment against earned / privilege / yearly / annual leave" in case the leaves are neither lapsed nor utilized by the employees” as currently it is entirely management’s discretion to allow the encashment of leaves to some employees who did not take a single earned leave in the past year(s).
And also at the time of settlement should a company pay the encashment for the earned leaves to the resigned-employee.
Your input is really important….
We are in a process of reformulating our leave policy. So need suggestions and input on "how important it is to pay leave encashment against earned / privilege / yearly / annual leave" in case the leaves are neither lapsed nor utilized by the employees” as currently it is entirely management’s discretion to allow the encashment of leaves to some employees who did not take a single earned leave in the past year(s).
And also at the time of settlement should a company pay the encashment for the earned leaves to the resigned-employee.
Your input is really important….