As per my company's rules, I have to serve a 90-day notice period, and during the notice period, no leave is allowed.
I had taken one day of leave, and they have deducted two days' salary - one day for taking leave and one day for serving a notice period short.
Is this correct?
From India, Mumbai
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I had taken one day of leave, and they have deducted two days' salary - one day for taking leave and one day for serving a notice period short.
Is this correct?
From India, Mumbai
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Deduction of salary during the notice period
Deduction of two days' salary for having taken one day of leave during the notice period is totally wrong and illegal as well. If the leave taken was an eligible leave, unless it was refused beforehand, it becomes authorized and should be treated as duty only. No law prohibits taking leave during the notice period. It is only an industry practice not to sanction leave during the notice period for the reason that the exiting employee may fail to attend their duties diligently. But when such an employee is compelled by unforeseen circumstances like sudden illness to themselves or family, the employer should not be indifferent. Wherever discretion is vested with the employer, it should be exercised appropriately to the objective of the rule or the restriction and not arbitrarily or blindly. It would be better if the poster tries to sort it out by making some representation in this regard to the Head of HR or the CEO.
From India, Salem
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6108Deduction of two days' salary for having taken one day of leave during the notice period is totally wrong and illegal as well. If the leave taken was an eligible leave, unless it was refused beforehand, it becomes authorized and should be treated as duty only. No law prohibits taking leave during the notice period. It is only an industry practice not to sanction leave during the notice period for the reason that the exiting employee may fail to attend their duties diligently. But when such an employee is compelled by unforeseen circumstances like sudden illness to themselves or family, the employer should not be indifferent. Wherever discretion is vested with the employer, it should be exercised appropriately to the objective of the rule or the restriction and not arbitrarily or blindly. It would be better if the poster tries to sort it out by making some representation in this regard to the Head of HR or the CEO.
From India, Salem
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Leave Policy.doc