Concept of Leave Sharing Among Colleagues
The above link is a reference to the source of the idea wherein a candidate, when in need of leaves (after all his leaves are exhausted), can adjust with the leaves of his colleagues who are willing to lend their leaves. (Please visit the link if you need better clarification).
The concept of requesting leave from a subordinate is very new. Of course, as questioned in the source thread, it can happen that the person from whom you requested the leave is not willing to lend you a few of his/her leaves. But we should understand that the leave is granted to him/her, and he/she has the full right to decide whether or not to grant it.
Of course, when there is a medical or other emergency, I am sure your best colleagues or friends who really understand you would not mind lending you a couple of their leaves if you've run out of yours.
Please understand that in order to encourage people to take fewer leaves, corporates have implemented schemes like leave carry forward and leave encashment along with providing a good leave policy. However, it is understandable that at times, due to some situations, the said leave policy might not be able to cover the leaves of a particular employee, and he would have to take a "Leave w/o Pay." When he can adjust with colleagues and take a granted leave (adjusted), this would really help people bond better.
Really liked the concept and might want to implement it in my organization at a later stage.
Thanks for the brilliant idea... :)
From India, Mumbai
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742The above link is a reference to the source of the idea wherein a candidate, when in need of leaves (after all his leaves are exhausted), can adjust with the leaves of his colleagues who are willing to lend their leaves. (Please visit the link if you need better clarification).
The concept of requesting leave from a subordinate is very new. Of course, as questioned in the source thread, it can happen that the person from whom you requested the leave is not willing to lend you a few of his/her leaves. But we should understand that the leave is granted to him/her, and he/she has the full right to decide whether or not to grant it.
Of course, when there is a medical or other emergency, I am sure your best colleagues or friends who really understand you would not mind lending you a couple of their leaves if you've run out of yours.
Please understand that in order to encourage people to take fewer leaves, corporates have implemented schemes like leave carry forward and leave encashment along with providing a good leave policy. However, it is understandable that at times, due to some situations, the said leave policy might not be able to cover the leaves of a particular employee, and he would have to take a "Leave w/o Pay." When he can adjust with colleagues and take a granted leave (adjusted), this would really help people bond better.
Really liked the concept and might want to implement it in my organization at a later stage.
Thanks for the brilliant idea... :)
From India, Mumbai
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I had implemented a similar concept 7 years ago in my former company. Please go through the same. In this arrangement, every year, employees would donate one day of leave to the leave bank. Please have a look at the following policy, which is for your academic purposes only.
Regards,
Vinod Bidwaik
Background
An agreement between XXXXXXXXXXXXXXXX and XXXXXXXXXXXXX Employees Union brought the concept of 'LEAVE BANK' into existence in XXXXXXXXX.
Objective
To give relief to members from unpaid absence due to prolonged illness.
Committee Members
• Chairperson - Director - HR
• Management Representative - Unit Manager
• Union Representative - President of Union
Eligibility
All employees who have contributed their 1-day leave to the Leave Bank at the time of commencement are eligible to make an application.
Entitlement
Any employee who has consumed all his paid leave due to prolonged illness and is required to take leave without pay will be entitled to get a maximum of 30 days' paid leave from the bank.
Application
An eligible employee, if entitled to the leave as stated above, should make an application to HR. It should be accompanied by a relevant medical certificate. This should be done immediately after the resumption of duty.
HR Process
1. HR should verify the application, the medical certificate details, and the history of the leave record of the employee.
2. An application can be rejected for a poor history of the employee regarding attendance and behavior.
3. If the application fulfills the basic requirement of eligibility, then it should be forwarded to the HOD for recommendations.
4. The application with the recommendations should be forwarded to the committee for the final decision.
5. The committee will decide the exact quantum to be sanctioned.
Payment
1. The employee will receive payment for the sanctioned period from the leave bank. This will be equivalent to the per-day amount of Basic including DA.
2. This will be treated as a special payment and will not be part of the salary. It will be subject to tax deduction.
Prolonged absence due to the following reasons will not qualify for leave from the Bank:
• Recurring illness
• Born handicapped or disorder, if any
• Beauty treatment
• Treatment for sexual disorder
• Attempt to commit suicide
• Third-time pregnancy or any surgery arising out of it
Record of Leave Bank Till Date
Leave Bank status - Pune Unit
Opening balance as of January 1995: 390
Leave given: 296
Leave balance as of 10.01.2009: 094
Leave Bank status - Kolhapur Unit
Opening balance as of January 1999: 149
Leave given: 088
Leave balance as of 10.01.2009: 061
Application Status Since 1995 Till Date - Pune Unit
Application made: 22
Application rejected: 07
Application sanctioned: 15
Application Status Since 1995 Till Date - Kolhapur Unit
Application made: 04
Application rejected: 00
Application sanctioned: 04
Reasons for Rejection
1. Not contributed leave in Leave Bank
2. Habitual Absenteeism
From India, Pune
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Regards,
Vinod Bidwaik
Background
An agreement between XXXXXXXXXXXXXXXX and XXXXXXXXXXXXX Employees Union brought the concept of 'LEAVE BANK' into existence in XXXXXXXXX.
Objective
To give relief to members from unpaid absence due to prolonged illness.
Committee Members
• Chairperson - Director - HR
• Management Representative - Unit Manager
• Union Representative - President of Union
Eligibility
All employees who have contributed their 1-day leave to the Leave Bank at the time of commencement are eligible to make an application.
Entitlement
Any employee who has consumed all his paid leave due to prolonged illness and is required to take leave without pay will be entitled to get a maximum of 30 days' paid leave from the bank.
Application
An eligible employee, if entitled to the leave as stated above, should make an application to HR. It should be accompanied by a relevant medical certificate. This should be done immediately after the resumption of duty.
HR Process
1. HR should verify the application, the medical certificate details, and the history of the leave record of the employee.
2. An application can be rejected for a poor history of the employee regarding attendance and behavior.
3. If the application fulfills the basic requirement of eligibility, then it should be forwarded to the HOD for recommendations.
4. The application with the recommendations should be forwarded to the committee for the final decision.
5. The committee will decide the exact quantum to be sanctioned.
Payment
1. The employee will receive payment for the sanctioned period from the leave bank. This will be equivalent to the per-day amount of Basic including DA.
2. This will be treated as a special payment and will not be part of the salary. It will be subject to tax deduction.
Prolonged absence due to the following reasons will not qualify for leave from the Bank:
• Recurring illness
• Born handicapped or disorder, if any
• Beauty treatment
• Treatment for sexual disorder
• Attempt to commit suicide
• Third-time pregnancy or any surgery arising out of it
Record of Leave Bank Till Date
Leave Bank status - Pune Unit
Opening balance as of January 1995: 390
Leave given: 296
Leave balance as of 10.01.2009: 094
Leave Bank status - Kolhapur Unit
Opening balance as of January 1999: 149
Leave given: 088
Leave balance as of 10.01.2009: 061
Application Status Since 1995 Till Date - Pune Unit
Application made: 22
Application rejected: 07
Application sanctioned: 15
Application Status Since 1995 Till Date - Kolhapur Unit
Application made: 04
Application rejected: 00
Application sanctioned: 04
Reasons for Rejection
1. Not contributed leave in Leave Bank
2. Habitual Absenteeism
From India, Pune
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Every idea has both its positive and negative aspects. However, risk is to be taken. As suggested by Mr. Vinod, we can allow only those employees to avail themselves of such leaves who are contributing to the leave bank rather than keeping it open to all. Another way of avoiding too many leaves is to put a ceiling on the number of such leaves that can be availed by an employee.
Every problem has a solution and could be tackled.
From India, Mumbai
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Every problem has a solution and could be tackled.
From India, Mumbai
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HR Leave Policy.doc