Please suggest if employee X has served his notice period and has taken sandwich leave during this time. As per our organization's rule, no leave is allowed during the notice period; it will be considered as loss of pay (LOP), and the notice period will be increased accordingly. My question is, how should we calculate the additional notice days? Should it be based on the reduced number of days or considering the LOP?
For instance, Employee X has 9 LOP days, including 4 sandwich leave days. As per the resignation letter, the notice period is supposed to end on May 18th. Please provide details on how many extra working days he needs to extend beyond May 18th, 2019.
From India, Noida
Acknowledge(0)
Amend(0)
For instance, Employee X has 9 LOP days, including 4 sandwich leave days. As per the resignation letter, the notice period is supposed to end on May 18th. Please provide details on how many extra working days he needs to extend beyond May 18th, 2019.
From India, Noida
Acknowledge(0)Amend(0)
Hi,
Most companies do not encourage taking leave during the notice period. In your case, the extension should be for the number of days of leave availed by the employee only, excluding any in-between holidays (sandwich leave). Additionally, the general practice followed by companies is to either extend the notice period or deduct the number of days of leave availed as Loss of Pay (LOP), not both.
From India, Madras
Acknowledge(0)Amend(0)
1153Most companies do not encourage taking leave during the notice period. In your case, the extension should be for the number of days of leave availed by the employee only, excluding any in-between holidays (sandwich leave). Additionally, the general practice followed by companies is to either extend the notice period or deduct the number of days of leave availed as Loss of Pay (LOP), not both.
From India, Madras
Acknowledge(0)Amend(0)
Dear member,
It's not fair HR practices of a company that an employee who will be leaving the organization is not allowed to utilize leaves due to his credit. The fair practice would be to allow the resignee pro-rata leave during the notice period as he would have otherwise been in employment. Suppose he has a month's leave entitlement as follows: PL - 2.5 days, Sick leave - 0.75 days, and CL - 1/2 day, totaling all leaves to 3.75 days. This he would earn and may avail in a month should be given as approved leave. Justification and logic are understood by you, me, and the whole world. If the notice period is three months, a similar formula should apply but ensure that he does not remain absent and applies leave in the same month. The leaves that will be availed by the exiting employee are subject to the necessary sanction of the HOD. In the case where the employee avails leaves as suggested above and does his work without causing any work suffering, he may be allowed more leaves out of his leave balance with the unspoken message that it is a goodwill gesture and management's discretionary powers for the promotion of employees' dedication and in recognition of good performance. As observed, this is generally practiced as a matter of rule by good organizations, and employees feel communicated, satisfied, and they carry a good image with them.
Regards,
RDS Yadav
Director,
Future Instt. of Management and Technology, Bareilly (U.P.)
& Labour Laws Adviser
Navtarang HR Services
navtaranghrs@gmail.com
MOB: 8439811539
WhatsApp: 9634532026
From India, New Delhi
Acknowledge(0)Amend(0)
It's not fair HR practices of a company that an employee who will be leaving the organization is not allowed to utilize leaves due to his credit. The fair practice would be to allow the resignee pro-rata leave during the notice period as he would have otherwise been in employment. Suppose he has a month's leave entitlement as follows: PL - 2.5 days, Sick leave - 0.75 days, and CL - 1/2 day, totaling all leaves to 3.75 days. This he would earn and may avail in a month should be given as approved leave. Justification and logic are understood by you, me, and the whole world. If the notice period is three months, a similar formula should apply but ensure that he does not remain absent and applies leave in the same month. The leaves that will be availed by the exiting employee are subject to the necessary sanction of the HOD. In the case where the employee avails leaves as suggested above and does his work without causing any work suffering, he may be allowed more leaves out of his leave balance with the unspoken message that it is a goodwill gesture and management's discretionary powers for the promotion of employees' dedication and in recognition of good performance. As observed, this is generally practiced as a matter of rule by good organizations, and employees feel communicated, satisfied, and they carry a good image with them.
Regards,
RDS Yadav
Director,
Future Instt. of Management and Technology, Bareilly (U.P.)
& Labour Laws Adviser
Navtarang HR Services
navtaranghrs@gmail.com
MOB: 8439811539
WhatsApp: 9634532026
From India, New Delhi
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Order No. 1-2018 Extension of date for submitting the statement in FORM GST TRAN-2.pdf
Working with communities.ppt
How to Use an Extension Ladder Safely.zip