Hi Everyone,
I would need your valuable inputs on this topic. I have recently joined this company in the Mumbai branch, which is the corporate office, and we have branches across India. Our head office is in Delhi. Now, in our HR policy manual, the below has been stated about Leaves:
Leaves
Each employee can avail up to 35 paid leaves per year. This includes the mandatory "WY" holidays and the Leave encashment "L" at the end of every financial year, based on the Branch/office he/she is working with.
Sl. States Holidays (H) Leaves to be encashed (L) Total
1 Delhi 12 23 35
2 Mumbai 20 15 35
3 Bangalore 12 23 35
4 Kolkata 16 19 35
Now my query is:
Out of the 20 Holidays declared for Mumbai, there are 3 Sundays included in this list. Sundays are a weekly off for the entire office. In this case, the paid leaves remain 15, but the number of holidays in effect is only 17. Can this be accepted?
Though I do not personally agree with this system, what is it that I can do about it? I have joined here very recently, and this policy has been framed by the seniors who have been with the company since inception. In Mumbai, I am the only person in HR, so all the employees here, including the seniors, are asking me about the rationale behind this policy. They have realized that it just means that 3 days are being taken away from their leaves.
Please advise me on what I can do about this without offending the seniors and at the same time solve this issue.
Warm Regards,
Prathitha
From India, Mumbai
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I would need your valuable inputs on this topic. I have recently joined this company in the Mumbai branch, which is the corporate office, and we have branches across India. Our head office is in Delhi. Now, in our HR policy manual, the below has been stated about Leaves:
Leaves
Each employee can avail up to 35 paid leaves per year. This includes the mandatory "WY" holidays and the Leave encashment "L" at the end of every financial year, based on the Branch/office he/she is working with.
Sl. States Holidays (H) Leaves to be encashed (L) Total
1 Delhi 12 23 35
2 Mumbai 20 15 35
3 Bangalore 12 23 35
4 Kolkata 16 19 35
Now my query is:
Out of the 20 Holidays declared for Mumbai, there are 3 Sundays included in this list. Sundays are a weekly off for the entire office. In this case, the paid leaves remain 15, but the number of holidays in effect is only 17. Can this be accepted?
Though I do not personally agree with this system, what is it that I can do about it? I have joined here very recently, and this policy has been framed by the seniors who have been with the company since inception. In Mumbai, I am the only person in HR, so all the employees here, including the seniors, are asking me about the rationale behind this policy. They have realized that it just means that 3 days are being taken away from their leaves.
Please advise me on what I can do about this without offending the seniors and at the same time solve this issue.
Warm Regards,
Prathitha
From India, Mumbai
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Dear Pratitha,
As per my knowledge, when a holiday falls on Sunday - generally the off day of everybody - that should be compensated on any other day on which the employee wants to take. That means if a holiday comes on Sunday, and Sunday is my weekly off, I can take that holiday on any other day as per my convenience as a compensatory holiday. Again, we have made a rule that such comp-off should be taken within one month's period.
Regards,
Sadhana
From India, Thana
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3As per my knowledge, when a holiday falls on Sunday - generally the off day of everybody - that should be compensated on any other day on which the employee wants to take. That means if a holiday comes on Sunday, and Sunday is my weekly off, I can take that holiday on any other day as per my convenience as a compensatory holiday. Again, we have made a rule that such comp-off should be taken within one month's period.
Regards,
Sadhana
From India, Thana
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Hi Sadhana,
Thanks for your reply :)
Here, the problem is that the management does not agree to the comp-off system. They say that nothing can be done if the holiday is on a Sunday. They feel that they are still justified in the 20 holidays they have identified!!
Is there any way to tackle this?
Regards,
Prathitha
From India, Mumbai
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Thanks for your reply :)
Here, the problem is that the management does not agree to the comp-off system. They say that nothing can be done if the holiday is on a Sunday. They feel that they are still justified in the 20 holidays they have identified!!
Is there any way to tackle this?
Regards,
Prathitha
From India, Mumbai
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Dear All,
You may want to use WebLeave.com's online eLeave application portal to keep track of all your employees' leave applications and approvals. All your employees will be able to see their leave balances anytime they like, without troubling you over the phone.
I believe it will help ease your HR job as this is an employee self-service portal with automated leave calculation and output to Excel for local execution and printing of various periodical leave reports. Click on www.WebLeave.com to try for free.
Regards,
Charles Burke
From Malaysia, Kuala Lumpur
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You may want to use WebLeave.com's online eLeave application portal to keep track of all your employees' leave applications and approvals. All your employees will be able to see their leave balances anytime they like, without troubling you over the phone.
I believe it will help ease your HR job as this is an employee self-service portal with automated leave calculation and output to Excel for local execution and printing of various periodical leave reports. Click on www.WebLeave.com to try for free.
Regards,
Charles Burke
From Malaysia, Kuala Lumpur
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Dear Pratitha,
I guess you have a major task if you can take on, and that is having uniform holiday lists, which means you can decide on the number of holidays to be given. Normally, it varies between 10 to 12 per year, and only three holidays (i.e. 26th Jan, 15th Aug, and 2nd Oct) are mandatory. The rest of the holidays are as per local customs. Remaining leave can be termed as Earned (encashable) leave. This will ease out your problem and save a lot of heartburns.
Cheers,
Dhole
From India, Delhi
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I guess you have a major task if you can take on, and that is having uniform holiday lists, which means you can decide on the number of holidays to be given. Normally, it varies between 10 to 12 per year, and only three holidays (i.e. 26th Jan, 15th Aug, and 2nd Oct) are mandatory. The rest of the holidays are as per local customs. Remaining leave can be termed as Earned (encashable) leave. This will ease out your problem and save a lot of heartburns.
Cheers,
Dhole
From India, Delhi
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Hi!
One way of approaching and developing corporate policies on leaves is this:
Review your national or local labor laws on holidays and leaves. Anything that is "specifically mandated" (e.g. holidays, mandatory rest period, etc.) is something you should implement. Anything that is not mandated is optional to your company and can be changed anytime, unless it is covered by the CBA (Collective Bargaining Agreement).
When a certain policy (e.g. encashment of earned but unused leave credits) is not mandated by law, it can be modified by top management. But any policy modification must consider its impact on employees' morale and/or union reaction.
There are many companies in the world that do not allow encashment of earned leave credits. There are also those that allow their accumulation and encashment after a certain quantity.
Leave policies, just like many corporate policies, can be both universal and local. It can even be uniquely practiced by an organization.
Of course, benchmarking your policies for the best practices in the world is still best, especially if you are trying to pursue cost-saving measures and install quality management systems within your organization.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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One way of approaching and developing corporate policies on leaves is this:
Review your national or local labor laws on holidays and leaves. Anything that is "specifically mandated" (e.g. holidays, mandatory rest period, etc.) is something you should implement. Anything that is not mandated is optional to your company and can be changed anytime, unless it is covered by the CBA (Collective Bargaining Agreement).
When a certain policy (e.g. encashment of earned but unused leave credits) is not mandated by law, it can be modified by top management. But any policy modification must consider its impact on employees' morale and/or union reaction.
There are many companies in the world that do not allow encashment of earned leave credits. There are also those that allow their accumulation and encashment after a certain quantity.
Leave policies, just like many corporate policies, can be both universal and local. It can even be uniquely practiced by an organization.
Of course, benchmarking your policies for the best practices in the world is still best, especially if you are trying to pursue cost-saving measures and install quality management systems within your organization.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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Hi Pratitha,
As per your query, if the public holiday falls on the weekly off, we have to compensate the off. If the management does not agree for Compensatory off, we have to follow the management decision. Compensatory off means that if any employee works on the weekly off, then we have to compensate for it. Leave is not a right of an employee; it is only a facility as per statutory rules.
Actually, every year, each employee has:
- Casual Leaves: 10
- Sick Leaves: 12 (carry forward up to 36)
- Earned Leaves: one leave on physically present 20 days.
Regards,
Y. Venumadhava Reddy
From India, Hyderabad
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As per your query, if the public holiday falls on the weekly off, we have to compensate the off. If the management does not agree for Compensatory off, we have to follow the management decision. Compensatory off means that if any employee works on the weekly off, then we have to compensate for it. Leave is not a right of an employee; it is only a facility as per statutory rules.
Actually, every year, each employee has:
- Casual Leaves: 10
- Sick Leaves: 12 (carry forward up to 36)
- Earned Leaves: one leave on physically present 20 days.
Regards,
Y. Venumadhava Reddy
From India, Hyderabad
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Dear Y.Venumadhava Reddy, Is there central/state govt law regarding "Sick Leaves can be carry forwarded up to 36 days" and if these exceeds 36 days to be encashed or will be lapse?. regards. Dabas
From India, Delhi
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From India, Delhi
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Dear Dabas Yes as per state Rules Sick Leaves can be carryforward and they will lapse at 36. Regards Y.Venumadhava Reddy
From India, Hyderabad
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From India, Hyderabad
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Hi,
Please find the leave policy attached. This policy is in accordance with the Shops & Establishment Act, Andhra Pradesh Rules (our management follows standards higher than the rules). We advise you to review the Shops & Establishment regulations in your region and adhere accordingly.
The policy is included herewith for your reference.
Thanks and best wishes,
Pampana :)
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Please find the leave policy attached. This policy is in accordance with the Shops & Establishment Act, Andhra Pradesh Rules (our management follows standards higher than the rules). We advise you to review the Shops & Establishment regulations in your region and adhere accordingly.
The policy is included herewith for your reference.
Thanks and best wishes,
Pampana :)
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Leave and Holiday Policy.doc
Leave Encashment Policy.pdf