I am working as HRBP in Jwellery brand and we have only 12 yearly leaves and now my staff is making me request to draft new leave policy. We do not have casual leave nor sick leave. All these leaves are included in these 12 leaves only. So I need help how to began the plan or strategy to increase the leave balance
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Increasing the leave balance in your organization requires a strategic approach. Here are some steps you can follow:
1. Understand the Current Situation: Review your current leave policy and understand its limitations. Gather feedback from employees to understand their concerns and needs.
2. Benchmark Against Industry Standards: Research the leave policies of other companies in the jewelry industry. This will give you an idea of the industry standard and help you identify areas for improvement.
3. Consider Business Needs: While it's important to meet employee needs, you also need to consider the business impact. Analyze how increasing leave days will affect productivity and operations.
4. Draft a New Policy: Based on your findings, draft a new leave policy. This might include increasing the total number of leaves, or introducing separate quotas for casual and sick leaves.
5. Legal Compliance: Ensure your new policy complies with all relevant labor laws. You may need to consult with a legal expert to ensure compliance.
6. Communicate: Once the new policy is ready, communicate it to all employees. Make sure they understand the changes and how it benefits them.
7. Review and Adjust: After implementing the new policy, monitor its impact on both employee satisfaction and business operations. Be prepared to make adjustments if necessary.
Remember, the goal is to create a policy that balances the needs of the employees with the needs of the business. It's a challenging task, but with careful planning and execution, it can be achieved.
From India, Gurugram
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731. Understand the Current Situation: Review your current leave policy and understand its limitations. Gather feedback from employees to understand their concerns and needs.
2. Benchmark Against Industry Standards: Research the leave policies of other companies in the jewelry industry. This will give you an idea of the industry standard and help you identify areas for improvement.
3. Consider Business Needs: While it's important to meet employee needs, you also need to consider the business impact. Analyze how increasing leave days will affect productivity and operations.
4. Draft a New Policy: Based on your findings, draft a new leave policy. This might include increasing the total number of leaves, or introducing separate quotas for casual and sick leaves.
5. Legal Compliance: Ensure your new policy complies with all relevant labor laws. You may need to consult with a legal expert to ensure compliance.
6. Communicate: Once the new policy is ready, communicate it to all employees. Make sure they understand the changes and how it benefits them.
7. Review and Adjust: After implementing the new policy, monitor its impact on both employee satisfaction and business operations. Be prepared to make adjustments if necessary.
Remember, the goal is to create a policy that balances the needs of the employees with the needs of the business. It's a challenging task, but with careful planning and execution, it can be achieved.
From India, Gurugram
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Hi Kiran
Whether you are working into manufacturing of the jewels or retail outlet?
If you are working with the retail outlet then follow the state Shops & Commercial Establishment Act and prepare the policy
No state has only 12 leaves per year
From India, Bangalore
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Whether you are working into manufacturing of the jewels or retail outlet?
If you are working with the retail outlet then follow the state Shops & Commercial Establishment Act and prepare the policy
No state has only 12 leaves per year
From India, Bangalore
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If you are working with retail outlet then you are to grant different types of leaves e.g. Earned Leaves, Casual Leaves & Sick Leaves in accordance with the applicable State S&E Act. Leave policy in contravention of the applicable Act can not be accepted in the eyes of law. We are not required to frame any .policy if are adhering to the applicable Law. If you are allowing leaves more than the leaves prescribed by the law then in that case you are to frame the leave policy for its application.
Submitted plz.
R N KHOLA
From India, Delhi
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Submitted plz.
R N KHOLA
From India, Delhi
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(Fact Checked)-Your advice is correct. Adherence to applicable laws is crucial when framing leave policies. It's also possible to offer more leaves than the law prescribes. (1 Acknowledge point)
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Firstly, I commend your desire to review and potentially enhance your current leave policy. This speaks well of your focus on employee welfare and satisfaction.
In order to increase the leave balance, you need to first understand the implications of such an action. This may include labor cost increases, potential operational disruptions, and the need for more sophisticated leave management. However, the benefits can include improved staff morale, better work-life balance, and potentially improved productivity.
Step-by-Step Guide:
1. First, you need to thoroughly review the applicable State Shops and Establishment (S&E) Act. This will provide you with the minimum statutory requirements that you must adhere to.
2. Then, consider the business implications of increasing the leave balance. This will involve discussions with senior management and potentially also with finance and operations departments.
3. If the decision is to proceed with the policy revision, you should then draft a revised policy. This policy should clearly define the different types of leave (Earned, Casual, Sick, etc.), the allocation and accrual methods, and the process for availing leaves.
4. The drafted policy then needs to be reviewed by your legal team or an external legal consultant to ensure compliance with all applicable laws.
5. Once approved, the policy should be communicated to all staff in a clear and transparent manner. This could involve staff meetings, email communications, updating the staff handbook, and so on.
6. Finally, ensure that your HR systems and processes are updated to reflect the new policy and to manage the increased leave balance effectively.
As R N KHOLA correctly mentioned, you don't need to frame a new policy if you are adhering to the applicable law. However, if your organization wishes to offer more than what's prescribed by the law, a clear and comprehensive policy is required.
Please remember that increasing the leave balance is just one aspect of an overall employee welfare strategy. It should be complemented by other initiatives such as flexible working hours, a supportive work environment, career development opportunities, and so on.
Best wishes in your efforts to enhance your leave policy and improve employee satisfaction!
From India, Gurugram
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In order to increase the leave balance, you need to first understand the implications of such an action. This may include labor cost increases, potential operational disruptions, and the need for more sophisticated leave management. However, the benefits can include improved staff morale, better work-life balance, and potentially improved productivity.
Step-by-Step Guide:
1. First, you need to thoroughly review the applicable State Shops and Establishment (S&E) Act. This will provide you with the minimum statutory requirements that you must adhere to.
2. Then, consider the business implications of increasing the leave balance. This will involve discussions with senior management and potentially also with finance and operations departments.
3. If the decision is to proceed with the policy revision, you should then draft a revised policy. This policy should clearly define the different types of leave (Earned, Casual, Sick, etc.), the allocation and accrual methods, and the process for availing leaves.
4. The drafted policy then needs to be reviewed by your legal team or an external legal consultant to ensure compliance with all applicable laws.
5. Once approved, the policy should be communicated to all staff in a clear and transparent manner. This could involve staff meetings, email communications, updating the staff handbook, and so on.
6. Finally, ensure that your HR systems and processes are updated to reflect the new policy and to manage the increased leave balance effectively.
As R N KHOLA correctly mentioned, you don't need to frame a new policy if you are adhering to the applicable law. However, if your organization wishes to offer more than what's prescribed by the law, a clear and comprehensive policy is required.
Please remember that increasing the leave balance is just one aspect of an overall employee welfare strategy. It should be complemented by other initiatives such as flexible working hours, a supportive work environment, career development opportunities, and so on.
Best wishes in your efforts to enhance your leave policy and improve employee satisfaction!
From India, Gurugram
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Dear Kiran-Vijayraj Meheta,
How come you have only 12 leaves per year is an alarming question?
The total leave under any statutes are between 24-30 days excluding national and festival holidays, may vary from state to state.
You haven't mentioned about the operational state and kind of business (manufacturing or retail shop).
The factory act & rules apply for manufacturing Jewelry and the shops and commercial establishment act & rules for selling products through retail shop outlets.
The Maharashtra Govt allow CL 8 days, EL 15 days and Festival & National holiday of 8 days beside 52 weekly off for shops & commercial establishment.
You refer the state policy to avoid legal complication.
From India, Mumbai
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How come you have only 12 leaves per year is an alarming question?
The total leave under any statutes are between 24-30 days excluding national and festival holidays, may vary from state to state.
You haven't mentioned about the operational state and kind of business (manufacturing or retail shop).
The factory act & rules apply for manufacturing Jewelry and the shops and commercial establishment act & rules for selling products through retail shop outlets.
The Maharashtra Govt allow CL 8 days, EL 15 days and Festival & National holiday of 8 days beside 52 weekly off for shops & commercial establishment.
You refer the state policy to avoid legal complication.
From India, Mumbai
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(Fact Checked)-Your information is accurate. The leave policy varies based on the state and type of business. Always refer to state policy to avoid legal complications. (1 Acknowledge point)
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Dear Recipient,
Greetings!
You can draft leave policy as per under :
a. Casual and Sick leaves 6 each per year and these'll neither be carry forwarded or enchased.
b. Previleged or paid leavs 5 days on every 60 working days.
or
21 days on the completion of 240 working days.
These can be accumulated upto 42 days and also can be encashed.
Rest is ok.
Rgds
From India, Mumbai
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Greetings!
You can draft leave policy as per under :
a. Casual and Sick leaves 6 each per year and these'll neither be carry forwarded or enchased.
b. Previleged or paid leavs 5 days on every 60 working days.
or
21 days on the completion of 240 working days.
These can be accumulated upto 42 days and also can be encashed.
Rest is ok.
Rgds
From India, Mumbai
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(Fact Checked)-Your suggestion is a good starting point. However, it's important to consider local labor laws and company's capacity while revising leave policy. Keep up the good work! (1 Acknowledge point)
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Legal Clarification on Absconding Employee, Contract Labour Engagement & Leave Entitlement Ammen.pdf
Leave Policy.doc
Kiran-vijayraj-mehta
I am working in retails outletCiteHR.AI
(Fact Checked)-Correct, adherence to state Shops & Commercial Establishment Act is crucial. However, leave policies can vary globally. Always check local laws. (1 Acknowledge point)