Is it okay to grant casual leave when an employee's annual leave has not been utilized? The policy in my office is that casual leave is a privilege and not a right, whereas annual leave is a right. Employees in my office want to take casual leave when the annual leave has not been utilized. I am in HR here and know that they should utilize annual leave first.
From Nigeria, Lagos
Acknowledge(0)
Amend(0)
1From Nigeria, Lagos
Acknowledge(0)Amend(0)
I am at my wits' end trying to understand the difference between a privilege and a right and how they are defined in your leave policy. The objectives of casual leave and annual leave are different as per industry norms. While casual leave is meant to address unforeseen circumstances and emergencies of short duration, annual leave is intended for longer and planned vacations. Therefore, caution should be exercised by HR to ensure that an employee does not frequently resort to annual leave to the extent that it becomes equivalent to casual leave. Both types of leave can be utilized based on the needs of the employee.
B. Saikumar HR & Labour Law Advisor Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)
B. Saikumar HR & Labour Law Advisor Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)
Until and unless you have a leave policy or demarcation of leave, it will be difficult to suggest. As mentioned by our friend, Mr. Saikumar, casual leave is used to meet unforeseen circumstances; hence it can be for a half-day up to a maximum of 3 days. Prior permission of a day is required, and in emergencies, it can be communicated over the phone or applied immediately after attending to duty.
The Earned/Privilege leave is normally used for a minimum of 4 days and should be with prior intimation and permission, i.e., a minimum of 15 days advance intimation as per the Factories Act and is restricted to 3 occasions. No leave is a right of any employee; based on the exigencies, the management has every right to cancel or disapprove the leave.
It is better to have a structured leave policy communicated to all employees and implemented.
Regards - Kamesh
From India, Hyderabad
Acknowledge(0)Amend(0)
The Earned/Privilege leave is normally used for a minimum of 4 days and should be with prior intimation and permission, i.e., a minimum of 15 days advance intimation as per the Factories Act and is restricted to 3 occasions. No leave is a right of any employee; based on the exigencies, the management has every right to cancel or disapprove the leave.
It is better to have a structured leave policy communicated to all employees and implemented.
Regards - Kamesh
From India, Hyderabad
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.
COM102 Annual Leave Policy 2009.doc
Sumary of Annual Leave--Sample.x ls