A person in probation period. They asking leave for marriage, if any possible to provide leave could anyone explain me?
From India, Chennai
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From India, Chennai
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Understanding Probation and Leave Policies
A probationer is also a regular employee of the organization. The only difference is that they are kept under observation for a short period to conduct an objective assessment of their suitability for the job as well as the organization's culture. The purpose of probation is not to dismiss them but to evaluate the likelihood of their retention in the organization as a full member.
However, in matters such as leave approval, management exercises discretion by restricting it to a pro-rata basis only during the probation period. Marriage is a significant event in one's life, and as such, it cannot be delayed due to the lack of leave from work. Additionally, the amount of leave required for it may exceed the leave balance they have accrued. Therefore, it is advisable to suggest that they take a Leave Without Pay (LWP), which would consequently prolong their probation period proportionately.
Thank you.
From India, Salem
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6108A probationer is also a regular employee of the organization. The only difference is that they are kept under observation for a short period to conduct an objective assessment of their suitability for the job as well as the organization's culture. The purpose of probation is not to dismiss them but to evaluate the likelihood of their retention in the organization as a full member.
However, in matters such as leave approval, management exercises discretion by restricting it to a pro-rata basis only during the probation period. Marriage is a significant event in one's life, and as such, it cannot be delayed due to the lack of leave from work. Additionally, the amount of leave required for it may exceed the leave balance they have accrued. Therefore, it is advisable to suggest that they take a Leave Without Pay (LWP), which would consequently prolong their probation period proportionately.
Thank you.
From India, Salem
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Understanding Probation Periods
Probation is a period when the employee is not confirmed in their job and can be terminated without reason, and mostly without notice. It's when the company evaluates the employee's fitness for the firm and their abilities against the requirements of the job.
Leave Policies During Probation
Whether to grant leave is at the discretion of the management. In most companies, HR rules apply. So, if leave is requested, it's granted immediately. If not, HR assesses where and to what extent it can be granted. The amount of leave requested and its reasonableness are also factors to consider.
Additionally, many companies frown upon leave requests during probation and view them as factors for non-renewal or non-confirmation.
From India, Mumbai
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Probation is a period when the employee is not confirmed in their job and can be terminated without reason, and mostly without notice. It's when the company evaluates the employee's fitness for the firm and their abilities against the requirements of the job.
Leave Policies During Probation
Whether to grant leave is at the discretion of the management. In most companies, HR rules apply. So, if leave is requested, it's granted immediately. If not, HR assesses where and to what extent it can be granted. The amount of leave requested and its reasonableness are also factors to consider.
Additionally, many companies frown upon leave requests during probation and view them as factors for non-renewal or non-confirmation.
From India, Mumbai
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Probation is a Permanent vacancy to be field, normally as per Act,probation should be a 3months,but now it is become practice to keep 6 months period. For leave he is eligible as per pro-rata basis.
From India, Mumbai
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From India, Mumbai
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1. Generally, the probation period is of 6 months.
2. If the employee is a probationer, it means he joined the services within 6 months only.
3. If he joined within 6 months only, then was he apprised by HR about the leave policy at the time of joining?
4. If the answer to question 3 is yes, then how did the probationer plan to get married knowing the company's leave policy?
5. If the answer to question 3 is no, then why did HR fail to inform him about the leave policy? I think it's a purely hypothetical query.
From India, Pune
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2. If the employee is a probationer, it means he joined the services within 6 months only.
3. If he joined within 6 months only, then was he apprised by HR about the leave policy at the time of joining?
4. If the answer to question 3 is yes, then how did the probationer plan to get married knowing the company's leave policy?
5. If the answer to question 3 is no, then why did HR fail to inform him about the leave policy? I think it's a purely hypothetical query.
From India, Pune
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Oh, sir. No problem. First, take the individual and his family into consideration, then focus on social activities like job, etc. Everyone knows that man is a social animal. If he has an urgent situation within the family such as marriage for himself or for his sister, there is nothing wrong with granting permission. You can extend the probation period accordingly. If he misses that batch, you can place him in another batch for training during the leave period. Okay.
From India, Nellore
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From India, Nellore
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Hi, I hope I can add on...
In our company, we provide only sick leave and emergency leaves during the probation period. Your question was a situation I came across where an employee wanted leave to attend her sister's marriage during probation for a week. I had to consider it, and those leaves were given on LOP.
Aishwarya HR
From India, Bengaluru
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In our company, we provide only sick leave and emergency leaves during the probation period. Your question was a situation I came across where an employee wanted leave to attend her sister's marriage during probation for a week. I had to consider it, and those leaves were given on LOP.
Aishwarya HR
From India, Bengaluru
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