I am working with a good school in Kolkata as an HR manager, and I would like to have a fair opinion from all of you, my friends. The situation is that our school headmistress is a retired person who has received an extension for two years. She is entitled to a total of 14 days of leave in a year. Unfortunately, due to a recent family bereavement, she was absent for 18 consecutive days. The question at hand is whether we can deduct these additional days from her salary or if we should still pay her for this period.
From India, Kolkata
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9From India, Kolkata
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Hi Somnath, Do you follow exceptions in your corporate policy? Or are you afraid to deduct salary from her salary? Please always follow blanket policy to avoid discrepancies.
From India, Bangalore
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From India, Bangalore
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I completely agree with Mahesh. Rules are the rules. It will be injustice to other staff if you’ll make such exception.
From India, Pune
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From India, Pune
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It is better always to follow rules of the school. Since she is the Headmistress, the action as per Rules of the School should be appreciated. regards CA Padmanabhan
From India, Coimbatore
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From India, Coimbatore
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Dear Somnath,
Greetings!!!
There must be rules in your leave policy for handling exigencies such as death, marriage, etc. In case you do not have such rules, you can adjust her 14 days of leave against 18 days of absence (purely at the discretion of management) and deduct 4 days of salary. If she takes any other leave in the remaining months, you can deduct her salary because she would have exhausted all her quota of leave in this case. This will give her a temporary cushion, and you must have a policy to deal with such exigencies.
From India, Delhi
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Greetings!!!
There must be rules in your leave policy for handling exigencies such as death, marriage, etc. In case you do not have such rules, you can adjust her 14 days of leave against 18 days of absence (purely at the discretion of management) and deduct 4 days of salary. If she takes any other leave in the remaining months, you can deduct her salary because she would have exhausted all her quota of leave in this case. This will give her a temporary cushion, and you must have a policy to deal with such exigencies.
From India, Delhi
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Dear all,
Considering such exigencies, you can provide advance credit for leave and later deduct the four days' leave from the next entitlement of leave. However, if such a decision is taken, it should be standardized as policy and be applicable to all.
KK
From India, Bhopal
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Considering such exigencies, you can provide advance credit for leave and later deduct the four days' leave from the next entitlement of leave. However, if such a decision is taken, it should be standardized as policy and be applicable to all.
KK
From India, Bhopal
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Somanth Aaryan,
I am a firm believer that a company's policy should be Management By Objectives and not Management By Exception if I want to keep the wheels of the train moving. While saying so, I do have empathy and sympathy for those with whom we are engaged. The relationship is akin to the "Lotus leaf and droplets of water on it. Visibly together, but in reality individual - not connected. Connected - disconnected - Connected."
On the other side, being one with high self-esteem, I would not want favors from anyone while working.
I believe the company engages me for a certain skill, to play a specific role, and we get remunerated for that. From both sides, we should honor the spirit of the engagement in thought, word, and deed, that's it. Whether your job may demand more or you stretch yourself to go that extra mile is up to you. Do it if you want to without expecting any gains or returns; enjoy the journey. Being this way, I think you will earn the respect of your employers, colleagues, and everyone around you.
In conclusion, I should say that if I were in the place of the Principal (person) you've referred to, I would reject being paid for the days I didn't work. If they sympathize with me during a moment of personal loss due to a demise, it would be nice. Otherwise, it doesn't matter.
Regards
From India, Hyderabad
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I am a firm believer that a company's policy should be Management By Objectives and not Management By Exception if I want to keep the wheels of the train moving. While saying so, I do have empathy and sympathy for those with whom we are engaged. The relationship is akin to the "Lotus leaf and droplets of water on it. Visibly together, but in reality individual - not connected. Connected - disconnected - Connected."
On the other side, being one with high self-esteem, I would not want favors from anyone while working.
I believe the company engages me for a certain skill, to play a specific role, and we get remunerated for that. From both sides, we should honor the spirit of the engagement in thought, word, and deed, that's it. Whether your job may demand more or you stretch yourself to go that extra mile is up to you. Do it if you want to without expecting any gains or returns; enjoy the journey. Being this way, I think you will earn the respect of your employers, colleagues, and everyone around you.
In conclusion, I should say that if I were in the place of the Principal (person) you've referred to, I would reject being paid for the days I didn't work. If they sympathize with me during a moment of personal loss due to a demise, it would be nice. Otherwise, it doesn't matter.
Regards
From India, Hyderabad
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