Hi,
Could you please provide information on the sick leave policy in the ITES industry? How can we ensure that these leaves are not misused, and what actions are typically taken? Additionally, what is the current market trend in this regard?
Please provide this information urgently.
Thank you.
From United States, Midland
Acknowledge(0)
Amend(0)
Could you please provide information on the sick leave policy in the ITES industry? How can we ensure that these leaves are not misused, and what actions are typically taken? Additionally, what is the current market trend in this regard?
Please provide this information urgently.
Thank you.
From United States, Midland
Acknowledge(0)Amend(0)
Hi Sonu ,
Sick leave is only applicable post confirmation ( policy varies from orgn to orgn ) , total S.L's are 7 in a year .
Actions taken if they exhaust s.l's or they dont have till confirmation is
LWP ( leave without pay ) as the industry dynamics are diffrent and it has to forecast manpower staffing daily
Following are the other action taken in case the employee is sick beyond 3 days :
Disciplinary Action Sheet
Employee Name: Employee Title:
Manager Name: Manager Title:
Today¡¦s Date: Incident Location
Policies Violated:
Description of the incident that occurred:
__________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ ____________
Disciplinary action to be taken: (circle appropriate category)
„N Verbal „N Written „N Suspension „N Other (if so, please explain below)
__________________________________________________ __________________________________________________ __________________________________________________ ____
__________________________________________________ ___________________________
Consequences of repeat offences:
__________________________________________________ ___________________________
__________________________________________________ ___________________________
__________________________________________________ ___________________________
__________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ _______________________________
Employee explanation: (if provided)
__________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ ____________
I acknowledge that I have read and understand the above information and consequences.
_________________________ _______________
Employee Signature Date
_________________________ _______________
Supervisor Signature Date
Hope this might be of assistance
regards
M.T
Acknowledge(0)Amend(0)
1Sick leave is only applicable post confirmation ( policy varies from orgn to orgn ) , total S.L's are 7 in a year .
Actions taken if they exhaust s.l's or they dont have till confirmation is
LWP ( leave without pay ) as the industry dynamics are diffrent and it has to forecast manpower staffing daily
Following are the other action taken in case the employee is sick beyond 3 days :
Disciplinary Action Sheet
Employee Name: Employee Title:
Manager Name: Manager Title:
Today¡¦s Date: Incident Location
Policies Violated:
Description of the incident that occurred:
__________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ ____________
Disciplinary action to be taken: (circle appropriate category)
„N Verbal „N Written „N Suspension „N Other (if so, please explain below)
__________________________________________________ __________________________________________________ __________________________________________________ ____
__________________________________________________ ___________________________
Consequences of repeat offences:
__________________________________________________ ___________________________
__________________________________________________ ___________________________
__________________________________________________ ___________________________
__________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ _______________________________
Employee explanation: (if provided)
__________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ ____________
I acknowledge that I have read and understand the above information and consequences.
_________________________ _______________
Employee Signature Date
_________________________ _______________
Supervisor Signature Date
Hope this might be of assistance
regards
M.T
Acknowledge(0)Amend(0)
Hi,
Sick leave differs from organization to organization. In our company, we give 8 sick leave days. If a person takes leave for more than 3 days on sick leave, he should produce a medical certificate. One of his colleagues or his senior will visit him/her during his leave.
Sumathymaraimalaai
From India, Pondicherry
Acknowledge(0)Amend(0)
Sick leave differs from organization to organization. In our company, we give 8 sick leave days. If a person takes leave for more than 3 days on sick leave, he should produce a medical certificate. One of his colleagues or his senior will visit him/her during his leave.
Sumathymaraimalaai
From India, Pondicherry
Acknowledge(0)Amend(0)
Hi, thanks for your reply.
Can you tell me how we can track whether these leaves are misused?
What is the normal trend in the Indian market of the ITES industry?
Do you have any idea of the approximate percentage of sick leaves utilized?
From United States, Midland
Acknowledge(0)Amend(0)
Can you tell me how we can track whether these leaves are misused?
What is the normal trend in the Indian market of the ITES industry?
Do you have any idea of the approximate percentage of sick leaves utilized?
From United States, Midland
Acknowledge(0)Amend(0)
Hi all, Have a doubt with regard to SLs. Should weekly or other holidays intervening the period of sick leave be counted as part of the leave? pls clarify.
Acknowledge(0)Amend(0)
Acknowledge(0)Amend(0)
Hi all,
I have a doubt regarding SLs. Should weekly or other holidays intervening the period of sick leave be counted as part of the leave? Please clarify.
This depends on the company policy. In my previous organization, we included the intervening holidays in the sick leave calculation. For example:
Friday - SL
Saturday - Holiday
Sunday - Holiday
Monday - SL
In the records, it was counted as 4 SL days. However, if a compensatory off is taken on a Friday or a Monday, then you would only be liable for 1 SL day. I recommend checking with the HR Manager or the management to plan your leaves accordingly. 😊
Kind regards,
[Your Name]
From India, Mumbai
Acknowledge(0)Amend(0)
I have a doubt regarding SLs. Should weekly or other holidays intervening the period of sick leave be counted as part of the leave? Please clarify.
This depends on the company policy. In my previous organization, we included the intervening holidays in the sick leave calculation. For example:
Friday - SL
Saturday - Holiday
Sunday - Holiday
Monday - SL
In the records, it was counted as 4 SL days. However, if a compensatory off is taken on a Friday or a Monday, then you would only be liable for 1 SL day. I recommend checking with the HR Manager or the management to plan your leaves accordingly. 😊
Kind regards,
[Your Name]
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Guys,
Great to see the same discussion again. By the way, I would like to add my views on this topic. ITES or IT firms generally have an average of 5-7 SLs after probation (which are granted after confirmation through prorated allocation).
Regarding the question raised by our colleague, there isn't a specific trend mentioned to prevent the misuse of SLs. Typically, companies require a medical certificate from employees for leaves lasting more than a day. This implies that if an individual is too unwell to come to the office, they should consult a doctor. However, tracking the misuse of a single day's sick leave can be challenging.
I hope I have clarified my points and added some value to the discussion.
Regards,
Neha Khale
From India, Bhopal
Acknowledge(0)Amend(0)
Great to see the same discussion again. By the way, I would like to add my views on this topic. ITES or IT firms generally have an average of 5-7 SLs after probation (which are granted after confirmation through prorated allocation).
Regarding the question raised by our colleague, there isn't a specific trend mentioned to prevent the misuse of SLs. Typically, companies require a medical certificate from employees for leaves lasting more than a day. This implies that if an individual is too unwell to come to the office, they should consult a doctor. However, tracking the misuse of a single day's sick leave can be challenging.
I hope I have clarified my points and added some value to the discussion.
Regards,
Neha Khale
From India, Bhopal
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Leave Policy.doc