Dear All
I agree with all the above views; however, i wish to put them in a proper perspective; so that one understands the reason / logic behind it; rather than just following the system/procedure blindly.
Once the exit of an employee is imminent, consequent upon the acceptance of resignation; a notice period is mutually agreed upon on thee basis of the terms and conditions of employment contract.
The purpose of notice period is primarily to enable the employer to find a replacement and train him suitably to take up the assigned tasks. During this period, the presence of the outgoing employee is essential.
If an employee is absent during this period, for whatever period of time; it hampers this process; and thus a remedy needs to be devised for this.
In such a case, the employees notice period may be extended; which may jeopardize the schedules including the date of relieving; and affect both the parties.
However, in case of any exigencies; there can not be any other alternative left apart from allowing leave of absence.
Another minor reason is, by that time the leave balance positions are already communicated to Fin & Accounts, sso as to expedite the FFS amount. HR's do not particularly enjoy sending corrigendum to these.
However, in case of any exigencies; there can not be any other alternative left apart from allowing leave of absence. Making such absence as LWP may again give rise to complications as thee employee may claim he has sufficient leave balance.
Thus, it would not be proper or legally correct to say that an employee is not eligible for any leave during this period or leaves are not allowed or permitted.
However, since taking leave may put both thee employee and employer in difficulties. So it is advisable to counsel the employee accordingly and avoid grant of any leave.
Warm regards.