Dear all,
As you are aware, for the development of the organization, employees need to be efficient and hardworking, as well as attend the office regularly. However, we have observed that employees often utilize their casual, sick, and earned/privilege leave without understanding their responsibilities. Currently, we have 12 CL, 12 SL, and 21 EL.
I kindly request your advice on how to reduce absenteeism of this nature and inquire about the possibility of revoking casual leaves. Additionally, could you provide information on the minimum leave entitlement in an organization?
I would greatly appreciate it if you could respond promptly.
Thank you,
dhanasree
From India, Hyderabad
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As you are aware, for the development of the organization, employees need to be efficient and hardworking, as well as attend the office regularly. However, we have observed that employees often utilize their casual, sick, and earned/privilege leave without understanding their responsibilities. Currently, we have 12 CL, 12 SL, and 21 EL.
I kindly request your advice on how to reduce absenteeism of this nature and inquire about the possibility of revoking casual leaves. Additionally, could you provide information on the minimum leave entitlement in an organization?
I would greatly appreciate it if you could respond promptly.
Thank you,
dhanasree
From India, Hyderabad
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Dear Dhanasree,
I feel that your company has granted more than the required leaves in the policy. I really wonder since we are given 12 CLs and only 15 other eligible leaves, be it sick or earned leaves. I recommend you streamline the policy once again. Maybe you can start the new one effective from next year, 2008.
In order to make them aware of the seriousness, send the attendance status report to the supervisors concerned. Ask them to issue office memos in case any employee exceeds the limit. Make employees aware that punctuality also affects the performance appraisal system.
Regards,
Srilatha
From India, Hyderabad
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10I feel that your company has granted more than the required leaves in the policy. I really wonder since we are given 12 CLs and only 15 other eligible leaves, be it sick or earned leaves. I recommend you streamline the policy once again. Maybe you can start the new one effective from next year, 2008.
In order to make them aware of the seriousness, send the attendance status report to the supervisors concerned. Ask them to issue office memos in case any employee exceeds the limit. Make employees aware that punctuality also affects the performance appraisal system.
Regards,
Srilatha
From India, Hyderabad
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Dear Dhanshree, Greetings! I too agree vth Ms Srilatha views. Reframe ur Leave policy and implement. Make awarness to all employee. Rgds, John N
From India, Madras
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From India, Madras
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Hello,
The following can be done:
a) The number of leaves offered by the organization should be reduced. We have 21 leaves and 11 public holidays.
b) Norms for taking leaves should be made stricter. If leaves are taken without intimation, it should result in "LOSS OF PAY."
c) If an employee is taking more leaves, the supervisor (reporting manager) should have a discussion with them to understand the problem and try to provide a solution. If there are no genuine problems, then it indicates that the employee is not happy, or the company is not able to keep them 100% occupied.
d) You should discuss with engineering heads to understand first if they have enough tasks to keep resources occupied. If the answer is yes, then you need to question why the engineers are enjoying the freedom. However, if the answer is no, then you need to address the matter with senior managers because it takes a considerable amount of time to recruit the right resources, and if we cannot keep them occupied, there may be room for attrition.
e) The employee's satisfaction level should also be checked.
Hope this helps you.
Regards,
Veena
From India, Bangalore
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The following can be done:
a) The number of leaves offered by the organization should be reduced. We have 21 leaves and 11 public holidays.
b) Norms for taking leaves should be made stricter. If leaves are taken without intimation, it should result in "LOSS OF PAY."
c) If an employee is taking more leaves, the supervisor (reporting manager) should have a discussion with them to understand the problem and try to provide a solution. If there are no genuine problems, then it indicates that the employee is not happy, or the company is not able to keep them 100% occupied.
d) You should discuss with engineering heads to understand first if they have enough tasks to keep resources occupied. If the answer is yes, then you need to question why the engineers are enjoying the freedom. However, if the answer is no, then you need to address the matter with senior managers because it takes a considerable amount of time to recruit the right resources, and if we cannot keep them occupied, there may be room for attrition.
e) The employee's satisfaction level should also be checked.
Hope this helps you.
Regards,
Veena
From India, Bangalore
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At the outset, I would like to thank all of you for having replied to my query.
Srilatha & Vena, I really agree with what you say. My management would like to restructure the leave policy as per Indian labor law. He would like to invoke casual leaves. Hence, I once again request you all to help me reframe the leave policy and also clarify whether, as per labor law, we can revoke the casual leaves.
Further, are employees covered under ESI eligible for medical leave?
Mr. John, if you could give me some advice, I would really be grateful to you.
Thank you,
Dhanasree
From India, Hyderabad
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Srilatha & Vena, I really agree with what you say. My management would like to restructure the leave policy as per Indian labor law. He would like to invoke casual leaves. Hence, I once again request you all to help me reframe the leave policy and also clarify whether, as per labor law, we can revoke the casual leaves.
Further, are employees covered under ESI eligible for medical leave?
Mr. John, if you could give me some advice, I would really be grateful to you.
Thank you,
Dhanasree
From India, Hyderabad
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Danasree,
Wow, your company seems tempting to work for. As far as leaves are concerned, let's see. We, or I as an employee of the HR Department, am interested in getting more leaves as I myself am an employee and I need the leave. Already, we have public holidays, a 5-day week, Diwali, etc. And with your 12 CL, 12 SL, and 21 EL, your employees must be enjoying a lot.
May I know in which type of industry you are working? And do tell me what solution you are going to implement. This issue is good, but I'm not in a position to advise you, so I too will learn with you. 😉
From India, Pune
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Wow, your company seems tempting to work for. As far as leaves are concerned, let's see. We, or I as an employee of the HR Department, am interested in getting more leaves as I myself am an employee and I need the leave. Already, we have public holidays, a 5-day week, Diwali, etc. And with your 12 CL, 12 SL, and 21 EL, your employees must be enjoying a lot.
May I know in which type of industry you are working? And do tell me what solution you are going to implement. This issue is good, but I'm not in a position to advise you, so I too will learn with you. 😉
From India, Pune
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LEAVE-ATTENDANC E POLICY.doc