Hello,
I wanted to ask, let's say if there's an employee who went on maternity leave for 3 months and then extended her leave by two more months, which means a total of 5 months, and then joins back. Her increment is then due after 3 months of her rejoining. Should she be given the increment right in that month, or can it be postponed by a few months? The reason being that she was on leave for 5 months, and it will take some time for her to get back into the loop again. This way, it might be difficult to appraise her for all this time. Had she joined back in 3 months, then no problem, but now she is joining after 5 months. Her increment is due in November. What do you suggest?
From India, Faridabad
Acknowledge(0)
Amend(0)
8I wanted to ask, let's say if there's an employee who went on maternity leave for 3 months and then extended her leave by two more months, which means a total of 5 months, and then joins back. Her increment is then due after 3 months of her rejoining. Should she be given the increment right in that month, or can it be postponed by a few months? The reason being that she was on leave for 5 months, and it will take some time for her to get back into the loop again. This way, it might be difficult to appraise her for all this time. Had she joined back in 3 months, then no problem, but now she is joining after 5 months. Her increment is due in November. What do you suggest?
From India, Faridabad
Acknowledge(0)Amend(0)
Dear meenu08,
What do you think of yourself, that a company should do? I can understand your apprehension and worries.
The answer to your question is very profound. The answer would differentiate a good company from a bad company.
By a good company, I mean a company which has concern for people, fair people policy, equal opportunity employer, etc.
A good company does not treat justified leave of absence as a stigma or a stick to beat its people. In such companies, the appraisal ratings are "prorated," i.e., they are distributed proportionately to the extended leave period. Therefore, if an employee had been rated "good," "4.25," "B+" etc. depending on the performance metrics used; the rating is extended to cover the period of approved leave. This philosophy of employee-caring also implies that you give credence to past services and contributions.
As far as the question of "how it should be treated" in a 'bad' company goes; well, you can do anything; it is anybody's guess.
About shifting the date of the increment due to extended leave? Well, the Date of Next Increment (DNI) in a "good organization" is fixed and comes twice a year (half-yearly); either in the month of January and June (if the company follows a calendar year format) or in April and September (if the company follows a 'financial year' format). Thus, all employees (almost all, unless there are specific reasons based on performance appraisal) get an increment on these FIXED occasions, and NOT according to the leave they have taken.
If you are the HR of that organization, it depends on whether you want to have standardized, fair policies; or "ad-hoc," "fire-fighting," discriminatory policies and call these 'creative.'
Warm regards.
From India, Delhi
Acknowledge(0)Amend(0)
What do you think of yourself, that a company should do? I can understand your apprehension and worries.
The answer to your question is very profound. The answer would differentiate a good company from a bad company.
By a good company, I mean a company which has concern for people, fair people policy, equal opportunity employer, etc.
A good company does not treat justified leave of absence as a stigma or a stick to beat its people. In such companies, the appraisal ratings are "prorated," i.e., they are distributed proportionately to the extended leave period. Therefore, if an employee had been rated "good," "4.25," "B+" etc. depending on the performance metrics used; the rating is extended to cover the period of approved leave. This philosophy of employee-caring also implies that you give credence to past services and contributions.
As far as the question of "how it should be treated" in a 'bad' company goes; well, you can do anything; it is anybody's guess.
About shifting the date of the increment due to extended leave? Well, the Date of Next Increment (DNI) in a "good organization" is fixed and comes twice a year (half-yearly); either in the month of January and June (if the company follows a calendar year format) or in April and September (if the company follows a 'financial year' format). Thus, all employees (almost all, unless there are specific reasons based on performance appraisal) get an increment on these FIXED occasions, and NOT according to the leave they have taken.
If you are the HR of that organization, it depends on whether you want to have standardized, fair policies; or "ad-hoc," "fire-fighting," discriminatory policies and call these 'creative.'
Warm regards.
From India, Delhi
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of 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.