Hi All,
I am working as an HR in a Call center. It's a newly opened one, so I got the opportunity to prepare the policies for the new center. Could you help me in preparing the leave policy, staff welfare policy, conveyance, and other policies?
Thanks and Regards, Rekha
From India, Madras
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I am working as an HR in a Call center. It's a newly opened one, so I got the opportunity to prepare the policies for the new center. Could you help me in preparing the leave policy, staff welfare policy, conveyance, and other policies?
Thanks and Regards, Rekha
From India, Madras
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Hi,
I think the content of policies will be more dependent on your company's philosophy, the size of your organization, the level of the workforce, etc.
In my view, one can have their own templates that reflect the organization's requirements.
Vineet
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I think the content of policies will be more dependent on your company's philosophy, the size of your organization, the level of the workforce, etc.
In my view, one can have their own templates that reflect the organization's requirements.
Vineet
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Hi Rekha,
You need to consider the statutory provisions first in terms of the number of days of leave applicable to your state.
Most likely, you are guided by the Shops & Establishments Act of your state, which will stipulate various types of leaves such as Earned Leave, Sick Leave, Maternity Leave, and Casual Leave. In some cases, the process for sanctioning leave is also outlined in the statute.
Now, there are two golden rules regarding leaves:
1. You can always provide more than the statutory provisions but not less.
2. Leave is a privilege and not a right.
Except for maternity leave, no other leaves will have strict binding on the management. Therefore, when preparing the policy, you must ensure a clear application process with a defined time frame so that the management is not disrupted and has adequate time to make decisions. Additionally, you should include provisions for communication in case leave is not sanctioned to maintain a clear image.
It is crucial to closely monitor Sick and Casual leave. It is advisable not to link Casual Leave to the weekly off or any other holidays.
In the IT industry, compensatory off and leave during foreign tours are also significant considerations.
I hope this information is helpful to you.
Regards,
Manas Das
From India, Delhi
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3You need to consider the statutory provisions first in terms of the number of days of leave applicable to your state.
Most likely, you are guided by the Shops & Establishments Act of your state, which will stipulate various types of leaves such as Earned Leave, Sick Leave, Maternity Leave, and Casual Leave. In some cases, the process for sanctioning leave is also outlined in the statute.
Now, there are two golden rules regarding leaves:
1. You can always provide more than the statutory provisions but not less.
2. Leave is a privilege and not a right.
Except for maternity leave, no other leaves will have strict binding on the management. Therefore, when preparing the policy, you must ensure a clear application process with a defined time frame so that the management is not disrupted and has adequate time to make decisions. Additionally, you should include provisions for communication in case leave is not sanctioned to maintain a clear image.
It is crucial to closely monitor Sick and Casual leave. It is advisable not to link Casual Leave to the weekly off or any other holidays.
In the IT industry, compensatory off and leave during foreign tours are also significant considerations.
I hope this information is helpful to you.
Regards,
Manas Das
From India, Delhi
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Leave Policy.doc