Hi all,
There is a small employee case that has come up at our office. An employee went on maternity leave for 3 months, which she extended for an additional month, making it a total of 4 months (duration from March 1, 2006, to July 1, 2006). She was due for an appraisal on March 30, 2006, which didn't happen as she was on maternity leave at that time. She has resumed office from July 1, 2006, and has requested a change in timings (2 hours less work time).
How should I handle this situation? Should I adjust it against her increment which was due in March 2006, or should I deduct her proportionate pay from her salary?
Please advise as I am lost... :(
Regards,
Sara
From India
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1There is a small employee case that has come up at our office. An employee went on maternity leave for 3 months, which she extended for an additional month, making it a total of 4 months (duration from March 1, 2006, to July 1, 2006). She was due for an appraisal on March 30, 2006, which didn't happen as she was on maternity leave at that time. She has resumed office from July 1, 2006, and has requested a change in timings (2 hours less work time).
How should I handle this situation? Should I adjust it against her increment which was due in March 2006, or should I deduct her proportionate pay from her salary?
Please advise as I am lost... :(
Regards,
Sara
From India
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We had the same case. But our organization gave appraisal, didn't comprise on it. Changing time for one month more is fine, or let her work from home if she can. What's the harm, that's what we did. Transferred the PC to her place. There were some changes in salaries while she worked from home, that can be negotiated.
Regards,
Rupa
From India, Mumbai
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Regards,
Rupa
From India, Mumbai
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Hi!
Since she is due for a raise, I think it would be best if you let her know what the total emoluments she is entitled to for the normal working hours. However, you could negotiate/dictate (for 8 hours you receive - X amount, therefore for 6 hours you receive 6X/8 amount) as may be the case. Also, remember, you should negotiate keeping in mind the job responsibilities.
Regards,
Shyamali
From India, Nasik
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Since she is due for a raise, I think it would be best if you let her know what the total emoluments she is entitled to for the normal working hours. However, you could negotiate/dictate (for 8 hours you receive - X amount, therefore for 6 hours you receive 6X/8 amount) as may be the case. Also, remember, you should negotiate keeping in mind the job responsibilities.
Regards,
Shyamali
From India, Nasik
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Hi Sara,
In such cases, the extra month taken can be adjusted against her PL balance if any or taken as loss of pay if her boss wants to. Frankly, no organization would permit an employee to work 2 hours less unless there is some genuine reason. Her appraisal can be extended.
Faye
From United Arab Emirates, Dubai
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In such cases, the extra month taken can be adjusted against her PL balance if any or taken as loss of pay if her boss wants to. Frankly, no organization would permit an employee to work 2 hours less unless there is some genuine reason. Her appraisal can be extended.
Faye
From United Arab Emirates, Dubai
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Thank you all,
Definitely, your replies have helped me to think in a particular direction. I think I will propose the following options to management that should be fair to management and the employee as well:
1) Postpone her appraisals until the mid-term appraisal or until she resumes her normal working hours.
2) As she is due for an increment, her increment will be prorated compared to her complete increment for normal working hours.
Please advise if my approach is correct or if there are any other options where I can make adjustments.
Thank you, Sara
From India
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Definitely, your replies have helped me to think in a particular direction. I think I will propose the following options to management that should be fair to management and the employee as well:
1) Postpone her appraisals until the mid-term appraisal or until she resumes her normal working hours.
2) As she is due for an increment, her increment will be prorated compared to her complete increment for normal working hours.
Please advise if my approach is correct or if there are any other options where I can make adjustments.
Thank you, Sara
From India
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Dear Sara,
I disagree on this matter. Please note that the appraisal is based on the performance in the last financial year, and she deserves it according to her achievements. It cannot be given on a pro-rata basis. You must adhere to the standards set by your organization.
However, any decision you make now will impact her performance appraisal and subsequent review of her remuneration effective from April 07.
Warm regards,
Anuradha Zingade
From India, Pune
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I disagree on this matter. Please note that the appraisal is based on the performance in the last financial year, and she deserves it according to her achievements. It cannot be given on a pro-rata basis. You must adhere to the standards set by your organization.
However, any decision you make now will impact her performance appraisal and subsequent review of her remuneration effective from April 07.
Warm regards,
Anuradha Zingade
From India, Pune
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Sara,
She should be given a raise in her salary, which was due in March. As for her extension of maternity leave, the same can be adjusted from her PL or considered leave without pay, depending upon the merit of the case.
With regard to her working for 6 hours for the initial 2-3 months, she can be allowed to work from home provided that work does not suffer. Later on, the same can be done by deducting her salary for this reduced time.
The above depends on her job profile, whether it is a desk job, field job, or a critical job where presence in the office for 8 hours is required.
Deepa
From India, Gurgaon
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She should be given a raise in her salary, which was due in March. As for her extension of maternity leave, the same can be adjusted from her PL or considered leave without pay, depending upon the merit of the case.
With regard to her working for 6 hours for the initial 2-3 months, she can be allowed to work from home provided that work does not suffer. Later on, the same can be done by deducting her salary for this reduced time.
The above depends on her job profile, whether it is a desk job, field job, or a critical job where presence in the office for 8 hours is required.
Deepa
From India, Gurgaon
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Maternity Leave Policy - posting.doc