Dear Seniors,
This is regarding my disagreement with the management.
I am working in a manufacturing company as Manager-HR. In the year 2017 I introduced a leave policy where employee are entitled to get 6 Casual Leave(CL), 6 Sick leave (SL) and 18 Earn Leave(EL). I have prepared this policy which is normally practice in industry. But after 6 month of implementation of this policy management wants to amend the policy as per the following.
1. EL can only be approved by MD/Director.
My Opinion: Reporting authority should approve. Because they can feel the employee need better.We should not bypass the system . Further I don't want MD/Director to give their valuable time on this.(For 150 employee).
2. If CL is not available then employee can not take EL for 1 or 2 days.
My Opinion: If an employee availed all CL from his entitlement quota then his leave can be approved as EL. If it treated as LOP then it may leads to employee dissatisfaction.
3.Management discourage to avail EL. They want employee to encash their leave at the time of separation.
My Opinion: Neither it should be discouraged or encouraged. If employee can not avail EL from his quota then what is the point in keeping 18 nos EL per year and it increases company's liability too.Because encash leave will be calculated on gross salary.
For example for my sister marriage I can not take EL from my quota, it will be treated as LOP and will be en cashed at the time of separation.It can only be approved at the discretion of MD/Director not by policy.For every such type of leave HR/Site In-charge/RCM will follow up management to get it approved on behalf of employee.
4. HR will send the Leave approval copy finance department for verification.
My opinion: It increases administrative work and why Hr department will send HR data to other department.Because payroll includes all data like pay days, leave balance etc.
5. EL has to be sanctioned at least 7 days before availing the same
My opinion: Prior approval is required but 7 days is high time for 2-3 days leave. In case of leave more than 7 days then it should be OK.
Further I want to inform you that I am not feeling comfortable with this policy and I may be wrong also.Therefore I need your valuable suggestion in this regard. I have taken one day time from management to share my feedback.
I shall be happy to share additional information if required.
Thanking You.
This is regarding my disagreement with the management.
I am working in a manufacturing company as Manager-HR. In the year 2017 I introduced a leave policy where employee are entitled to get 6 Casual Leave(CL), 6 Sick leave (SL) and 18 Earn Leave(EL). I have prepared this policy which is normally practice in industry. But after 6 month of implementation of this policy management wants to amend the policy as per the following.
1. EL can only be approved by MD/Director.
My Opinion: Reporting authority should approve. Because they can feel the employee need better.We should not bypass the system . Further I don't want MD/Director to give their valuable time on this.(For 150 employee).
2. If CL is not available then employee can not take EL for 1 or 2 days.
My Opinion: If an employee availed all CL from his entitlement quota then his leave can be approved as EL. If it treated as LOP then it may leads to employee dissatisfaction.
3.Management discourage to avail EL. They want employee to encash their leave at the time of separation.
My Opinion: Neither it should be discouraged or encouraged. If employee can not avail EL from his quota then what is the point in keeping 18 nos EL per year and it increases company's liability too.Because encash leave will be calculated on gross salary.
For example for my sister marriage I can not take EL from my quota, it will be treated as LOP and will be en cashed at the time of separation.It can only be approved at the discretion of MD/Director not by policy.For every such type of leave HR/Site In-charge/RCM will follow up management to get it approved on behalf of employee.
4. HR will send the Leave approval copy finance department for verification.
My opinion: It increases administrative work and why Hr department will send HR data to other department.Because payroll includes all data like pay days, leave balance etc.
5. EL has to be sanctioned at least 7 days before availing the same
My opinion: Prior approval is required but 7 days is high time for 2-3 days leave. In case of leave more than 7 days then it should be OK.
Further I want to inform you that I am not feeling comfortable with this policy and I may be wrong also.Therefore I need your valuable suggestion in this regard. I have taken one day time from management to share my feedback.
I shall be happy to share additional information if required.
Thanking You.