Hi Pratima,
I appreciate your viewpoint. Actually, we do not anticipate that many will follow this as precedent because in organizations, there are some exceptional circumstances where HR has to make decisions in the best interest of the organization. These decisions are called out-of-policy decisions. There are exceptions where authority is vested at the director level to exercise such powers, which generally no one abuses because no one dares to take it as a right.
We make decisions within the black and white approved guidelines from management, but some decisions are situational and circumstantial, based on a judgmental approach where we ensure that the organization's interests are protected, creating a win-win proposition.
If you simultaneously recruit to replace her under her supervision before she proceeds on leave, the same may continue if your employee does not show up upon the expiry of leave.
Keep it up; you have many valid points we don't deny, but we also share our point of view, which ultimately leads to a healthy discussion.
Regards,
Sawant
From Saudi Arabia
13I appreciate your viewpoint. Actually, we do not anticipate that many will follow this as precedent because in organizations, there are some exceptional circumstances where HR has to make decisions in the best interest of the organization. These decisions are called out-of-policy decisions. There are exceptions where authority is vested at the director level to exercise such powers, which generally no one abuses because no one dares to take it as a right.
We make decisions within the black and white approved guidelines from management, but some decisions are situational and circumstantial, based on a judgmental approach where we ensure that the organization's interests are protected, creating a win-win proposition.
If you simultaneously recruit to replace her under her supervision before she proceeds on leave, the same may continue if your employee does not show up upon the expiry of leave.
Keep it up; you have many valid points we don't deny, but we also share our point of view, which ultimately leads to a healthy discussion.
Regards,
Sawant
From Saudi Arabia
The best option from the employer's point of view is to ask her to cut down her leave by a few weeks. In case she insists on a 45-day leave, she can go on Leave Without Pay (LWP). I don't think she should be asked to leave just on these grounds. She needs to get married, and asking for a long leave is not a sufficient reason to terminate her.
From India, Gurgaon
From India, Gurgaon
So, in general, you HR professionals mean that employees should not take any leave at all. And you worry that by giving more leave to one employee, you fear that some other employees may demand more leave for their marriage. That's the funniest part of management I have heard. Perhaps such organizations should implement strict policies during recruitment and have employees sign a bond stating they will not marry, go on a honeymoon, or become parents for the duration of their employment with the company.
I actually feel proud of my organization, which in my emergency situation, granted me more than two months of leave, despite being involved in an important project. Thanks to my teammates who covered my responsibilities during that time. I appreciate the absence of HR personnel in my organization; otherwise, I might have been jobless by now if people like you were present.
From India, Pune
I actually feel proud of my organization, which in my emergency situation, granted me more than two months of leave, despite being involved in an important project. Thanks to my teammates who covered my responsibilities during that time. I appreciate the absence of HR personnel in my organization; otherwise, I might have been jobless by now if people like you were present.
From India, Pune
Hi Ravi,
I am really the last person who wishes to talk to you. You speak illogically. You don't have the discipline or knowledge to speak in a public forum. There is always a way to express your views. It's better to learn it.
From India, New Delhi
I am really the last person who wishes to talk to you. You speak illogically. You don't have the discipline or knowledge to speak in a public forum. There is always a way to express your views. It's better to learn it.
From India, New Delhi
I agree with Pratima. When there is no such policy for marriage in your organization, you need not think twice. Since she has not even completed her probation, I don't think any leave balance would be there in her account. You can sanction her leave without pay. After all, the organization is not for the interest of employees, but employees are for the organization. You can go ahead with the current policy.
From India, Mumbai
From India, Mumbai
Hi Pratima,
I really appreciate you. No doubt that you are a valuable and precious employee of your organization. You are in no way wrong at all. You really have a sense of communication and, besides considering the human aspect, you are fully conscious of your organizational responsibilities.
Congrats!
Deepa N.T
From India, Mumbai
I really appreciate you. No doubt that you are a valuable and precious employee of your organization. You are in no way wrong at all. You really have a sense of communication and, besides considering the human aspect, you are fully conscious of your organizational responsibilities.
Congrats!
Deepa N.T
From India, Mumbai
Dear All,
I feel that we are all trying our best to put the blame on the employee who has asked for leave. But before that, I would like to pose a question to the HR Executives of the concerned organization: how effective do they think their recruitment process is? How could they miss out on gathering information regarding the future plans and career goals of a newly recruited employee? The employee in question joined the organization just 5 months ago and suddenly comes up with this request. Don't you think it would have made sense for the HR Executives to inquire about marriage and other personal goals during the recruitment process? At least then, this situation could have been better planned for.
Now, I believe that what the HR heads need to do is to communicate with the concerned employee regarding the marriage plan. Why exactly is there a need for a 45-day leave? In today's busy world, 45 days for a female employee's marriage seems like a genuine request. We all work from 9 to 9, leaving little time for activities like shopping, financial planning, and attending various pre and post-wedding rituals. Once the authenticity of the request is verified, then an attempt can be made to determine if the employee is genuinely planning to relocate abroad or if these rumors about visas and such are false.
After a clear dialogue is established, only then can a proper decision be made regarding granting Leave Without Pay (LWP) or searching for a replacement for that employee.
Regards,
Dny Pdvl
From India, Ahmadabad
I feel that we are all trying our best to put the blame on the employee who has asked for leave. But before that, I would like to pose a question to the HR Executives of the concerned organization: how effective do they think their recruitment process is? How could they miss out on gathering information regarding the future plans and career goals of a newly recruited employee? The employee in question joined the organization just 5 months ago and suddenly comes up with this request. Don't you think it would have made sense for the HR Executives to inquire about marriage and other personal goals during the recruitment process? At least then, this situation could have been better planned for.
Now, I believe that what the HR heads need to do is to communicate with the concerned employee regarding the marriage plan. Why exactly is there a need for a 45-day leave? In today's busy world, 45 days for a female employee's marriage seems like a genuine request. We all work from 9 to 9, leaving little time for activities like shopping, financial planning, and attending various pre and post-wedding rituals. Once the authenticity of the request is verified, then an attempt can be made to determine if the employee is genuinely planning to relocate abroad or if these rumors about visas and such are false.
After a clear dialogue is established, only then can a proper decision be made regarding granting Leave Without Pay (LWP) or searching for a replacement for that employee.
Regards,
Dny Pdvl
From India, Ahmadabad
Dear Deepa,
Thank you so much for your support.
Dny Pdvl,
Yeah, I agree with you, but the thing is, how many of them do you think open up during the interview? During the interview process, the employee's main objective would be to secure the job. They will not give you any hint about their future plans, even if they are aware of them. They know that revealing such information during the interview could make obtaining the job uncertain. However, I do appreciate the feedback you provided.
Best regards,
From India, New Delhi
Thank you so much for your support.
Dny Pdvl,
Yeah, I agree with you, but the thing is, how many of them do you think open up during the interview? During the interview process, the employee's main objective would be to secure the job. They will not give you any hint about their future plans, even if they are aware of them. They know that revealing such information during the interview could make obtaining the job uncertain. However, I do appreciate the feedback you provided.
Best regards,
From India, New Delhi
Thank you to everybody for making the topic debatable. But friends, as Ravi said, your employees would leave you, blah, blah, blah... Let me tell you, Ravi, 45 days leave is too much. Even if she had been a confirmed employee, it would still be too much. The girl has recently joined us. Just last month, she took 8 days of leave due to some college work. Now she is taking things for granted and asking for 45 days of leave. When I got married, I took only 10 days of leave. Our company is the company of young people. They will all be getting married sooner or later. It means that for the whole year, few employees would come to the office because the rest would be on leave for 45 days, enjoying their honeymoon.
We all talk about humanity and all, but it should not be at the cost of organizational profit, let me tell you. Do not make statements that your people would leave you soon because if you were to see the culture of my company, then you would never find any company as liberal as we are.
Once again, thank you to all for the very nice points and thoughts.
Let's all never forget that at last, only results matter.
From India, Delhi
We all talk about humanity and all, but it should not be at the cost of organizational profit, let me tell you. Do not make statements that your people would leave you soon because if you were to see the culture of my company, then you would never find any company as liberal as we are.
Once again, thank you to all for the very nice points and thoughts.
Let's all never forget that at last, only results matter.
From India, Delhi
Ravi, let me help you understand. Suppose you have started a new company. You hired a few people and began the journey. You worked hard with your team and secured a few projects in the first year. In the second year, you hired 5 employees to execute a project. Now, you cannot afford for any of the employees in this project to take many leaves at the initial stage because the presence of all 5 is highly required, as it is a shift job. If even a single person goes on leave, the others will have to do overtime. While the project members can adjust for a few days, it would not be feasible for 45 days, even biologically.
The employee in question is a new joiner. In the second month, she took 8 days of leave. Now, in the 7th month, she wants to take 45 days off.
Points to be noted:
1) It is a new small firm with a staff of 43 people.
2) The company operates with a 5-day working week (MNC culture).
You are requesting 45 days of leave under these circumstances.
This firm is like a small baby that requires a lot of care. When a mother gives birth to a child, she stays awake day and night. Can't we sacrifice a few comforts?
We are not asking the employee to refrain from taking leave, but it should not exceed 10 to 15 days. Even large companies do not allow employees to take so many days off.
From India, Delhi
The employee in question is a new joiner. In the second month, she took 8 days of leave. Now, in the 7th month, she wants to take 45 days off.
Points to be noted:
1) It is a new small firm with a staff of 43 people.
2) The company operates with a 5-day working week (MNC culture).
You are requesting 45 days of leave under these circumstances.
This firm is like a small baby that requires a lot of care. When a mother gives birth to a child, she stays awake day and night. Can't we sacrifice a few comforts?
We are not asking the employee to refrain from taking leave, but it should not exceed 10 to 15 days. Even large companies do not allow employees to take so many days off.
From India, Delhi
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Karnataka Leave.xlsx
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