Hello All,
I would like to know if it's okay to let employees combine different types of leave when applying for leave (e.g., CL, PL, SL, Comp off), or should they stick to applying for only a specific type of leave during their leave application. Currently, we have instances of employees combining different types of leave when taking time off in our company. Is this acceptable? I request all your opinions on the matter!
From India, Bangalore
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3I would like to know if it's okay to let employees combine different types of leave when applying for leave (e.g., CL, PL, SL, Comp off), or should they stick to applying for only a specific type of leave during their leave application. Currently, we have instances of employees combining different types of leave when taking time off in our company. Is this acceptable? I request all your opinions on the matter!
From India, Bangalore
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Hi Divya,
The leave policy has to clearly define the type and number of leaves an employee can claim in a given financial year. Also, the system should be able to capture the number of comp offs. An employee can combine and avail leaves. There is no way an employee can be advised.
Regards,
Anshul
From India, Bangalore
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The leave policy has to clearly define the type and number of leaves an employee can claim in a given financial year. Also, the system should be able to capture the number of comp offs. An employee can combine and avail leaves. There is no way an employee can be advised.
Regards,
Anshul
From India, Bangalore
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Hi Divya As Mr. Anshul said you should define the proper leave policies as well as the Comp-Offs and the same has to be updated to all the employees and should follow the procedures :)
From India, Bangalore
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From India, Bangalore
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Thank you both. The Leave policy is defined, and the number of leaves that can be claimed in a year has been defined as well. I just wanted to know if these leaves that can be availed in a year can be allowed to be combined and taken at a given point in time. Mr. Anshul has clarified the same point, and thanks once again!
From India, Bangalore
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From India, Bangalore
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Hi Mr. Ramesh,
If you are planning to prepare the leave policy, you should check the existing leaves pertaining to your industry as per the local act. Then analyze how many leaves you are currently providing. What changes are you planning? Discuss the same with management and prepare the policies. :)
From India, Bangalore
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If you are planning to prepare the leave policy, you should check the existing leaves pertaining to your industry as per the local act. Then analyze how many leaves you are currently providing. What changes are you planning? Discuss the same with management and prepare the policies. :)
From India, Bangalore
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Hello all, Can u pls suggest me. If any employee want 15 PL after 2 CL is there any rule? Can he avail PL after CL... Regards Pratik
From India, Wardha
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From India, Wardha
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Hi,
Normally, CL is not allowed to be combined with other types of leave, such as SL (Sick Leave) or PL. However, if a company's policy provides for SL and PL apart from CL, then such companies permit combining SL with PL but not CL.
Regards,
Dass
From India, Bangalore
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Normally, CL is not allowed to be combined with other types of leave, such as SL (Sick Leave) or PL. However, if a company's policy provides for SL and PL apart from CL, then such companies permit combining SL with PL but not CL.
Regards,
Dass
From India, Bangalore
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Hello, I stuck one more problem, comp off is taken insted off w/off. But at the time of salary attendance can we count it like present day or just like leave Pls give me ur opinion. Regards Pratik
From India, Wardha
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From India, Wardha
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Hi, Comp off for work done on a holiday (weekly off day is to be treated just like a weekly off / holiday and accordingly attendance is to be regulated. Regards, Dass
From India, Bangalore
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From India, Bangalore
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Hi all,
In support of all the above-mentioned comments, I would like to highlight a point from my personal experience. Casual leave (CL) is not carried forward to the next year unlike privilege leave (PL). So, in a practical situation, there are chances that an employee might combine his CL (which would be his preferred choice) with PL or sick leave (SL). There needs to be a good understanding between an employee, his manager, and HR. Additionally, if there is HRMS software, all of this can be programmed and tracked with a lot of ease.
Cheers,
Anshul
From India, Bangalore
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In support of all the above-mentioned comments, I would like to highlight a point from my personal experience. Casual leave (CL) is not carried forward to the next year unlike privilege leave (PL). So, in a practical situation, there are chances that an employee might combine his CL (which would be his preferred choice) with PL or sick leave (SL). There needs to be a good understanding between an employee, his manager, and HR. Additionally, if there is HRMS software, all of this can be programmed and tracked with a lot of ease.
Cheers,
Anshul
From India, Bangalore
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Compensatory Off_Shrt Leave.xls
Leave policies.doc