Hello Sir/Madam,
I am working in a small startup pharma company in Gujarat. There are a total of 10 employees. Our current leave policy is as follows:
- We are entitled to 2.25 leaves every month.
- During the probation period, employees do not receive paid leave.
- Annually, we are allotted 3 CL (Casual Leave), 3 SL (Sick Leave), and 9 PL (Paid Leave).
Now, the issue at hand is that one employee joined in the last week of November 2018 (22nd Nov.). Her probation period will conclude on 22nd Feb 2019. She is requesting a 15-day leave in May 2019 for a relative's marriage function. By 22nd May 2019, she will have completed almost 6 months with the company.
Questions:
1. Can we approve her requested leave of 15 days?
2. If we do grant her leave, based on my understanding, she can utilize 3 CL and 3 SL (totaling 6 days of leave), with the remaining days being designated as LWP (Leave Without Pay).
Please correct me if I am mistaken and advise on the appropriate course of action in this scenario.
From India, Mumbai
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I am working in a small startup pharma company in Gujarat. There are a total of 10 employees. Our current leave policy is as follows:
- We are entitled to 2.25 leaves every month.
- During the probation period, employees do not receive paid leave.
- Annually, we are allotted 3 CL (Casual Leave), 3 SL (Sick Leave), and 9 PL (Paid Leave).
Now, the issue at hand is that one employee joined in the last week of November 2018 (22nd Nov.). Her probation period will conclude on 22nd Feb 2019. She is requesting a 15-day leave in May 2019 for a relative's marriage function. By 22nd May 2019, she will have completed almost 6 months with the company.
Questions:
1. Can we approve her requested leave of 15 days?
2. If we do grant her leave, based on my understanding, she can utilize 3 CL and 3 SL (totaling 6 days of leave), with the remaining days being designated as LWP (Leave Without Pay).
Please correct me if I am mistaken and advise on the appropriate course of action in this scenario.
From India, Mumbai
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Hi there,
Granting of leave for a certain number of days is the prerogative of the company management. They may or may not approve the request. The management can specify a limited number of days that can be taken and require the employee to return by a certain date due to the urgency of work, among other reasons.
When it comes to calculations, sick leave (SL) typically cannot be used for a marriage. If the company policy permits combining casual leave (CL) and privilege leave (PL), you could explore that option. The eligibility for PL usually begins after completing one full year in the company or after the probation period. Many of your queries should be addressed in the company policy; if not, ensure they are added promptly.
Upon reviewing the PL balance, calculate the available leave as of the applicable date and allocate the remainder as Loss of Pay (LoP), subject to the management's approval for a full leave of 15 days.
Thank you and regards.
From India, Hyderabad
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131Granting of leave for a certain number of days is the prerogative of the company management. They may or may not approve the request. The management can specify a limited number of days that can be taken and require the employee to return by a certain date due to the urgency of work, among other reasons.
When it comes to calculations, sick leave (SL) typically cannot be used for a marriage. If the company policy permits combining casual leave (CL) and privilege leave (PL), you could explore that option. The eligibility for PL usually begins after completing one full year in the company or after the probation period. Many of your queries should be addressed in the company policy; if not, ensure they are added promptly.
Upon reviewing the PL balance, calculate the available leave as of the applicable date and allocate the remainder as Loss of Pay (LoP), subject to the management's approval for a full leave of 15 days.
Thank you and regards.
From India, Hyderabad
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