Hello Everyone,
I need your help. Please advise me on what I can do if one of the employees from my company is going on leave for around 40 to 45 days. He or she is getting married. I am concerned because 40 to 45 days is a long vacation.
Thank you.
From India, Surat
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3I need your help. Please advise me on what I can do if one of the employees from my company is going on leave for around 40 to 45 days. He or she is getting married. I am concerned because 40 to 45 days is a long vacation.
Thank you.
From India, Surat
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Dear Trimantra,
There is nothing to do with this. If he is going to get married, then obviously you have to approve his leave. However, if he is asking for 40 to 45 days of leave, then deduct the leave as per your company's leave policy. First of all, check how many leaves are pending and then give Leave Without Pay (LWP).
From India, New Delhi
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There is nothing to do with this. If he is going to get married, then obviously you have to approve his leave. However, if he is asking for 40 to 45 days of leave, then deduct the leave as per your company's leave policy. First of all, check how many leaves are pending and then give Leave Without Pay (LWP).
From India, New Delhi
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If you have any policy or rule in practice to attend such an issue, continue it. If you don't have any, put the issue open before management with your course of action or suggestion, keeping in mind points like the quantum of work that will suffer when an employee goes on long leave, who will handle the responsibility of an employee going on leave, what will be the calculation/entitlement of paid leaves against the leave period, proper approval of leave application by the senior/HOD, communication of practices which you will follow to inform the employee, etc.
These steps would help you in settling the issue.
Thanks
From India, Indore
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These steps would help you in settling the issue.
Thanks
From India, Indore
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Dear All,
I would like to point out some things:
1. Marriage is the main reason for taking 45 days off, which may hinder organizational growth. This indicates that he is not deeply committed to our company.
2. Clear all EL leaves and mark LOP for each day. In this situation, we need to consider the owner's mindset.
3. This will serve as a valuable lesson for other employees.
4. Ask him how it will affect his performance appraisal. By posing these questions, he is likely to reduce the number of days off.
Thank you.
From India, Chennai
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I would like to point out some things:
1. Marriage is the main reason for taking 45 days off, which may hinder organizational growth. This indicates that he is not deeply committed to our company.
2. Clear all EL leaves and mark LOP for each day. In this situation, we need to consider the owner's mindset.
3. This will serve as a valuable lesson for other employees.
4. Ask him how it will affect his performance appraisal. By posing these questions, he is likely to reduce the number of days off.
Thank you.
From India, Chennai
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Respected Seniors,
Can you please give me some innovative solutions because she is technically so brilliant, and she has been working here for the last 1.5 years?
Please provide more suggestions on what I should do as the management has instructed me to handle this case, and 40 to 45 days seems too long.
Please give me some innovative suggestions.
Regards,
Ankita
From India, Surat
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Can you please give me some innovative solutions because she is technically so brilliant, and she has been working here for the last 1.5 years?
Please provide more suggestions on what I should do as the management has instructed me to handle this case, and 40 to 45 days seems too long.
Please give me some innovative suggestions.
Regards,
Ankita
From India, Surat
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If management has left the issue open for you to resolve, you can follow steps to settle it down.
Discuss the seriousness and practical need of such a long leave with the employee, connecting it to her performance appraisal and commitment to work. Ask the employee to shorten the leave if possible. Additionally, request the employee to brief another employee taking charge about all tasks and responsibilities. Ensure the employee is available by phone in case of any emergencies or issues during her absence from the office.
If management supports you, consider seeking help from a senior to have a final conversation with the employee before her leave. The success of this process will depend on the counseling you provide to the employee and the support or consent you receive from management.
Approach this situation from both personal and professional perspectives; it will be beneficial for you. Handling this issue now will equip you with the skills to address similar challenges in the future within your organization.
Thank you.
From India, Indore
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Discuss the seriousness and practical need of such a long leave with the employee, connecting it to her performance appraisal and commitment to work. Ask the employee to shorten the leave if possible. Additionally, request the employee to brief another employee taking charge about all tasks and responsibilities. Ensure the employee is available by phone in case of any emergencies or issues during her absence from the office.
If management supports you, consider seeking help from a senior to have a final conversation with the employee before her leave. The success of this process will depend on the counseling you provide to the employee and the support or consent you receive from management.
Approach this situation from both personal and professional perspectives; it will be beneficial for you. Handling this issue now will equip you with the skills to address similar challenges in the future within your organization.
Thank you.
From India, Indore
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Please provide more information about the size of the organization and how many days before and after her wedding day she is asking for leave. In every situation, it's a question of who wants whom, in addition to the applicable laws. We also do not know how far away from work she has to go for her wedding, etc. The more information you provide, the more precise the advice you will receive.
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From United Kingdom
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I searched and found details at Software Development Company|IT Services|IT Outsourcing
From United Kingdom
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Look at this as an opportunity to make a statement in your company. What do you do in your company? Can the work be done remotely? Can you work an agreement where the employee does some work and at the same time take up the vacation? The truly revolutionary companies like Netflix do take a totally refreshing approach ([source: Netflix's Unlimited Employee Vacation Policy: Why It Works]). Bottomline - focus on delivery, not on working hours.
Shankar Ganapathy
From India, Bangalore
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Shankar Ganapathy
From India, Bangalore
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Ask her boss to respond, since her boss would have approved her leave. I am sure she would have given you a leave application. In case she has not yet, then ask her to get the leave application approved by the boss.
And in case her boss has no qualms about her going on leave, then why must HR bother, because it's the boss who is responsible for the delivery, and the onus lies on him to manage his subordinates.
From United+States, San+Francisco
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And in case her boss has no qualms about her going on leave, then why must HR bother, because it's the boss who is responsible for the delivery, and the onus lies on him to manage his subordinates.
From United+States, San+Francisco
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Hi,
I had a similar situation where one of the employees wanted a 2-month leave for their marriage. We approved the leave, but she ended up having 30 days of leave without pay (LOP). Additionally, she transferred her responsibilities to another person within the same department.
From India, Madras
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I had a similar situation where one of the employees wanted a 2-month leave for their marriage. We approved the leave, but she ended up having 30 days of leave without pay (LOP). Additionally, she transferred her responsibilities to another person within the same department.
From India, Madras
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Above mentioned all the suggestion are very useful.If any one have more suggestion,please advise me....
From India, Surat
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From India, Surat
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Hi everyone,
Even I have taken 40 days of long leave for my marriage, pretending to be an outstation employee. There are also a lot of pre and post-marriage rituals. However, it was my first long leave in 3 years (30 EL pending). Besides that, I am always available by phone and email.
The point is, one should not generalize any situation. You should review the employee's leave record, and there is always the option of LOP.
From India, Lucknow
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Even I have taken 40 days of long leave for my marriage, pretending to be an outstation employee. There are also a lot of pre and post-marriage rituals. However, it was my first long leave in 3 years (30 EL pending). Besides that, I am always available by phone and email.
The point is, one should not generalize any situation. You should review the employee's leave record, and there is always the option of LOP.
From India, Lucknow
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The advice can be given considering many things like leave balance, support for her to arrange her marriage, her native place, if resources are available to take care of her duties, and last but not least, how leave is applied - whether it is applied as a right or as a request. Please consider all these things and decide.
From India, Bhiwani
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From India, Bhiwani
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Dear Ankita,
I would suggest convincing her to take partial leaves at intervals of a week if possible, especially if she is such an important employee in the company (for example, taking 20 leaves - then returning for a week - and then taking the rest of the leaves). Additionally, if her supervisors have approved it, there is no reason to be concerned.
Thanks,
A
From India, Mumbai
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I would suggest convincing her to take partial leaves at intervals of a week if possible, especially if she is such an important employee in the company (for example, taking 20 leaves - then returning for a week - and then taking the rest of the leaves). Additionally, if her supervisors have approved it, there is no reason to be concerned.
Thanks,
A
From India, Mumbai
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Granting long leaves like this depends on the need of the employee (and how she is able to convince the superior) and the management's policy. If she has applied for leave in advance and has got it approved, then that's it. But from the way the question is posed, it seems that management does not want to grant leave or to discourage this tendency. Adding to some of the above views, may I suggest that your leave policy needs to be a little more comprehensive to take care of these situations. Basically, leave is not a right of the employee unless it is sanctioned by management. Hence, management can decline leave if it is not convinced about the purpose of the leave. However, this is not that easy taking into account the nature of the industry, especially in IT where a company cannot lose the talent of an employee. So, the leave policy should take care of this by providing incentives for not taking bulk leave like this. Incentives can be in the form of accumulation of leaves/unlimited or up to a good number like 300 or so, provisions for encashment, yearly, at the end of service, etc. Attendance incentive is another factor. Also, physical attendance may be linked to variable pays with more weightage in performance appraisals and promotion/career plans.
From India, Bangalore
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From India, Bangalore
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Why did this talented employee leave.doc
Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf