Hi,
One of our employees got married. For this ceremony, he couldn't attend the office for one week. As per company policy, no employees are eligible for leave with pay. Since he is in the probation period, his salary will be deducted from his remuneration.
Could you please let me know if this is considered a valid reason? Are there any rules for granting this leave with pay?
From Bangladesh, Dhaka
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3One of our employees got married. For this ceremony, he couldn't attend the office for one week. As per company policy, no employees are eligible for leave with pay. Since he is in the probation period, his salary will be deducted from his remuneration.
Could you please let me know if this is considered a valid reason? Are there any rules for granting this leave with pay?
From Bangladesh, Dhaka
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Hi,
Leave is an employee liability and it should be there from day one. He is eligible for CL & SL even if he is in probation.
As per statutory regulations, 12 CL & 12 SL (January - December) is mandatory for employees. It will start accumulating from the first month itself.
From the second year of service, 15 PL, i.e., 1.25 PL, will come into force in addition to 12 CL & 12 SL.
Chills,
Karthik
From India, Vijayawada
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Leave is an employee liability and it should be there from day one. He is eligible for CL & SL even if he is in probation.
As per statutory regulations, 12 CL & 12 SL (January - December) is mandatory for employees. It will start accumulating from the first month itself.
From the second year of service, 15 PL, i.e., 1.25 PL, will come into force in addition to 12 CL & 12 SL.
Chills,
Karthik
From India, Vijayawada
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Dear Fariza Haque Labony,
In this case, you can refer to the Bangladesh Labor Law 2006. If your company does not agree with that, then no law can be applied in this situation. This is a company policy issue.
Thanks,
Pavel.
From Bangladesh, Chittagong
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In this case, you can refer to the Bangladesh Labor Law 2006. If your company does not agree with that, then no law can be applied in this situation. This is a company policy issue.
Thanks,
Pavel.
From Bangladesh, Chittagong
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Ms. Laboni, During the probation period the individual can avail only C/L & S/L. & as per labour law of Bangladesh that individual can avail 10 days C/L & 14 days S/L per year Regards Rabbany
From Bangladesh, Dhaka
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From Bangladesh, Dhaka
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Dear Fariza Haque Labony,
Usually, when an employee joins a new organization and their marriage is scheduled during their probation period, the new employee has to disclose or share this information with the panel members during the interview. In many companies, the new employee is granted advanced PL (Privilege Leave) or EL (Earned Leave) as a special case for such occasions. It is rare to see a company granting LWP (Leave Without Pay) to a new employee for their marriage. However, I must add that this policy varies depending on the leave policies of each company.
Thank you.
From India, Mumbai
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Usually, when an employee joins a new organization and their marriage is scheduled during their probation period, the new employee has to disclose or share this information with the panel members during the interview. In many companies, the new employee is granted advanced PL (Privilege Leave) or EL (Earned Leave) as a special case for such occasions. It is rare to see a company granting LWP (Leave Without Pay) to a new employee for their marriage. However, I must add that this policy varies depending on the leave policies of each company.
Thank you.
From India, Mumbai
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May be given permission to take leave during the probation period for full days and also allowed to take advance leave with prior approval from the director. This is helpful for new employees.
Anil N. Sharma
Manager HR
Udaipur, Rajasthan
From India, Jaipur
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Anil N. Sharma
Manager HR
Udaipur, Rajasthan
From India, Jaipur
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Normally, in most organizations, except Casual Leave (C.L.), no other leave is granted until confirmation. However, there are exceptions as well. It entirely depends upon the leave rules of that particular organization. Even then, many of them grant Special Leave/Advanced Leave if no leave is due. However, leave is not a matter of right, and it is fully at the discretion of the employer to grant or not to grant it.
From India, Delhi
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From India, Delhi
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Casual leave cannot be advanced. Whenever an employee joins the organization, they are supposed to receive casual leave/sick leave as per the law. You may consider advance earned leave as the law does not prohibit giving such leave. Any pro-employee act may be justifiable under the law.
MRIDHA
BRAC BANK
From Bangladesh
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MRIDHA
BRAC BANK
From Bangladesh
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The moot question is how do organisations handle this if a candidate declares in advance about marriage during his/her interview?
As a practical manager, in my opinion, this issue is an opportunity for the organization and HR to have a positive bonding with the employee. This need not be tackled technically only. Making and announcing a provision for advance PL as an exception would be the right choice rather than weighing it lawfully/technically. You must be real and genuine towards the real concerns of employees. Marriages are made in heaven, and you cannot decide the date as per the employer's choice. This decision, whenever it comes your way, has to be respected and appreciated.
Imagine an employee's marriage finalizes by his family after 15 days of his joining... What will you do?
Usually, when an employee joins a new organization, and his marriage is scheduled during his probation period, the new employee has to disclose/share the same with the panel members at the time of the interview.
From India, Delhi
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As a practical manager, in my opinion, this issue is an opportunity for the organization and HR to have a positive bonding with the employee. This need not be tackled technically only. Making and announcing a provision for advance PL as an exception would be the right choice rather than weighing it lawfully/technically. You must be real and genuine towards the real concerns of employees. Marriages are made in heaven, and you cannot decide the date as per the employer's choice. This decision, whenever it comes your way, has to be respected and appreciated.
Imagine an employee's marriage finalizes by his family after 15 days of his joining... What will you do?
Usually, when an employee joins a new organization, and his marriage is scheduled during his probation period, the new employee has to disclose/share the same with the panel members at the time of the interview.
From India, Delhi
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Dear Fariza Haque Labony,
Usually, when an employee joins a new organization, and their marriage is scheduled during their probation period, the new employee has to disclose/share the same with the panel members at the time of the interview. In many companies, the new employee is given advanced PL (Privilege Leave)/EL (Earned Leave) as a special case. I have hardly seen any company granting LWP (Leave Without Pay) to any new employee for their marriage. Again, I would say it depends on the leave policies of each company.
Yes, I agree. If the policy does not cover it and if it is mentioned in the appointment letter – this is the policy. But it's better to ask for permission than to fight during probation or for your career. I would suggest letting him submit an application to the authority mentioning the valid reason. A tip for these types of problems: Please formally invite your management and top boss and ask for best wishes in such matters. Ethically, they can't deduct but can accept your leave.
Regards,
Tofaael
From Bangladesh, Dhaka
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Usually, when an employee joins a new organization, and their marriage is scheduled during their probation period, the new employee has to disclose/share the same with the panel members at the time of the interview. In many companies, the new employee is given advanced PL (Privilege Leave)/EL (Earned Leave) as a special case. I have hardly seen any company granting LWP (Leave Without Pay) to any new employee for their marriage. Again, I would say it depends on the leave policies of each company.
Yes, I agree. If the policy does not cover it and if it is mentioned in the appointment letter – this is the policy. But it's better to ask for permission than to fight during probation or for your career. I would suggest letting him submit an application to the authority mentioning the valid reason. A tip for these types of problems: Please formally invite your management and top boss and ask for best wishes in such matters. Ethically, they can't deduct but can accept your leave.
Regards,
Tofaael
From Bangladesh, Dhaka
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Upon reviewing the content, it is noted that a Probationer is also considered an employee. Therefore, whatever the leave rules are for other employees, they should be applicable to the Probationer as well.
Thanks & Regards,
Sumit Kumar Saxena
From India, Ghaziabad
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Thanks & Regards,
Sumit Kumar Saxena
From India, Ghaziabad
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Is the government of bangladesh is also following this dictatorial attitude or going to take any legal action against the firm. Thanks & Regards, From, Sumit Kumar Saxena
From India, Ghaziabad
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From India, Ghaziabad
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Fariza Haque Labony,
This concerns your company's leave policy and the terms and conditions of the appointment letter provided by the organization to the individual. Some questions arise:
Has he informed the panel members regarding his marriage?
Did he inform the HR Department along with his boss at the time of his marriage?
If he has completed both activities and it is stated in his appointment letter that he can avail of CL and SL during the probation period, then can he do so?
Why not prepare a Special Leave for Employee Marriage policy? You can also mention that an employee, while in service, who gets married is entitled to avail 6 days of special leave. (At the time of availing such leave, they will have to submit the marriage card to the management).
From India, Ranchi
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This concerns your company's leave policy and the terms and conditions of the appointment letter provided by the organization to the individual. Some questions arise:
Has he informed the panel members regarding his marriage?
Did he inform the HR Department along with his boss at the time of his marriage?
If he has completed both activities and it is stated in his appointment letter that he can avail of CL and SL during the probation period, then can he do so?
Why not prepare a Special Leave for Employee Marriage policy? You can also mention that an employee, while in service, who gets married is entitled to avail 6 days of special leave. (At the time of availing such leave, they will have to submit the marriage card to the management).
From India, Ranchi
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Why did this talented employee leave.doc
Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf