Employee Leave Request During Probation
An employee joined on 16th July 2015 and is on probation for 3 months. She requested one day of emergency leave via email, and management approved 1 day of casual leave (CL). On the second day, she again requested emergency leave, and management granted 3 days of CL. The first day of leave was Friday, the second day requested was Saturday, and Sunday is the weekly holiday.
Is management wrong or right in granting leave? According to the leave policy, privileged leave can only be availed after serving one full year. However, in cases of emergency, leave can be granted. Please provide expert comments on the matter.
Regards.
From India
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An employee joined on 16th July 2015 and is on probation for 3 months. She requested one day of emergency leave via email, and management approved 1 day of casual leave (CL). On the second day, she again requested emergency leave, and management granted 3 days of CL. The first day of leave was Friday, the second day requested was Saturday, and Sunday is the weekly holiday.
Is management wrong or right in granting leave? According to the leave policy, privileged leave can only be availed after serving one full year. However, in cases of emergency, leave can be granted. Please provide expert comments on the matter.
Regards.
From India
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Most are treating the emergency leaves as advance leaves which they adjust after confirmation.
From India, Lucknow
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616From India, Lucknow
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Earned Leave/Privilege Leave eligibility is not 1 year but 240 days, but CL/SL can be availed as per the need from the very first month. Any leave exceed the credit can be termed as LWP
From India, Ahmadabad
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From India, Ahmadabad
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Granting Leave During Probation
If the reasons put forth by the employee are genuine in nature, management is at liberty to sanction advance leave, which can be adjusted once the probation is over. When an experienced person joins an organization, it is possible that he or she may have quite a few pressing issues at home, and nobody can expect them to ignore the problem and attend to work. Therefore, it is appropriate to grant such leave as a special case. Rules are enacted to enable people to receive guidance and not to block genuine demands.
Similarly, when a person joins an organization from a different city or location, it will take time for the employee to get things organized, such as a gas connection, admission to school, etc. Some companies do grant special leave of absence for such genuine issues.
From India, Bengaluru
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If the reasons put forth by the employee are genuine in nature, management is at liberty to sanction advance leave, which can be adjusted once the probation is over. When an experienced person joins an organization, it is possible that he or she may have quite a few pressing issues at home, and nobody can expect them to ignore the problem and attend to work. Therefore, it is appropriate to grant such leave as a special case. Rules are enacted to enable people to receive guidance and not to block genuine demands.
Similarly, when a person joins an organization from a different city or location, it will take time for the employee to get things organized, such as a gas connection, admission to school, etc. Some companies do grant special leave of absence for such genuine issues.
From India, Bengaluru
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Hello ParthaPratim Gangopadhyay,
Like Saswata Banerjee mentioned, there do seem to be some missing links in the situation you explained. The facts of the case, as you mentioned, relate to CLs BUT your query is concerned with PLs. Please give the FULL details of the situation.
Regards,
TS
From India, Hyderabad
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Like Saswata Banerjee mentioned, there do seem to be some missing links in the situation you explained. The facts of the case, as you mentioned, relate to CLs BUT your query is concerned with PLs. Please give the FULL details of the situation.
Regards,
TS
From India, Hyderabad
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Form 25 - Nomination for payment of wages due for period of leave with wages in the event of dea.pdf
Leave Policy.doc