Rightly said sir,
As I said earlier we practiced this policy earlier.
Anyone who intended to take a leave was to write an application which was approved 99% of the times (the 1% was only when too many people were taking holidays on same or similar period.)
We used to file those applications but honestly tracking them was difficult.
The negative side of it were as follows:
We were not able to track contingency leaves - Many people just called up or sms-ed their HOD about they not coming because of some health issues. This used to go unreported and hence it became difficult to determine actual no. of leave availed (also we don't have a punch card system, we use traditional muster attendance)
People who seldom took leaves for genuine cause were not recognized because of not being able to track things down.
Certain people were able to enjoy as far as 30-40 paid leave a year whilst there were a few who never availed one and were never appreciated for it (lack of tracking)
Company was not able to punish frequent leave takers for 2 reasons -
a) No max leaves per year was declared
b) As said before difficulty in tracking leaves.
=================================
As a result when I joined as HR here a couple of months back, I reframed and designed the leave policy to a max of X leaves p.a.
Sure people may take advantage of it, but once they know they'd be rewrded for not availing those leaves they'd think before taking leaves on casual note.
=================================
Hope it helped :)
As I said earlier we practiced this policy earlier.
Anyone who intended to take a leave was to write an application which was approved 99% of the times (the 1% was only when too many people were taking holidays on same or similar period.)
We used to file those applications but honestly tracking them was difficult.
The negative side of it were as follows:
We were not able to track contingency leaves - Many people just called up or sms-ed their HOD about they not coming because of some health issues. This used to go unreported and hence it became difficult to determine actual no. of leave availed (also we don't have a punch card system, we use traditional muster attendance)
People who seldom took leaves for genuine cause were not recognized because of not being able to track things down.
Certain people were able to enjoy as far as 30-40 paid leave a year whilst there were a few who never availed one and were never appreciated for it (lack of tracking)
Company was not able to punish frequent leave takers for 2 reasons -
a) No max leaves per year was declared
b) As said before difficulty in tracking leaves.
=================================
As a result when I joined as HR here a couple of months back, I reframed and designed the leave policy to a max of X leaves p.a.
Sure people may take advantage of it, but once they know they'd be rewrded for not availing those leaves they'd think before taking leaves on casual note.
=================================
Hope it helped :)