If any employee exhausted all the leave in the credit of the employee and the employee is absent from duty , then those absence days will be considered as leave without pay. It may be authorized or un-authorized - depends on management and leave policy of the organization.
Usually too much leave without pay is considered as un-authorized leave and disciplinary action(s) as deem fit and proper should initiate against the employee.
S K Bandyopadhyay ( WB, Howrah )
CEO-USD HR Solutions
From India, New Delhi
337Usually too much leave without pay is considered as un-authorized leave and disciplinary action(s) as deem fit and proper should initiate against the employee.
S K Bandyopadhyay ( WB, Howrah )
CEO-USD HR Solutions
From India, New Delhi
As such there is no rule for leave with out payment. If all the authorised leave of an employee is exhausted,the employer may grant him/her leave on loss of pay at its sole discretion.
R R Kapoor
Vadodara
From India, Vadodara
R R Kapoor
Vadodara
From India, Vadodara
Leave Without Pay (LWOP) is a provision that allows employees to take time off from work without receiving their regular salary. The specifics of LWOP can vary depending on the factory's policies, local labor laws, and the terms of any applicable collective bargaining agreements. Generally, the key aspects of the LWOP rule for a factory might include:
Read More: Loss of Pay
Eligibility and Application:
Employees typically need to formally request LWOP in advance.
The request must be approved by a supervisor or the HR department.
Specific eligibility criteria may apply, such as the length of service or the reasons for the leave.
Duration:
Factories may set limits on the maximum duration of LWOP.
Long-term LWOP might require more detailed approval and justification.
Reasons for LWOP:
Common reasons include personal or family health issues, educational opportunities, or other personal matters.
Some factories might have specific categories or conditions under which LWOP can be granted.
Impact on Employment Status:
While on LWOP, employees usually maintain their employment status but do not receive their salary.
Benefits such as health insurance might continue, but employees may need to pay their share of premiums.
Accrual of benefits like vacation or sick leave might be paused during LWOP.
Job Protection:
Depending on local labor laws, employees on LWOP might have job protection, ensuring they can return to their position or an equivalent one.
The factory's policies should outline the rights and obligations of both the employer and employee.
Reinstatement:
The process for returning to work after LWOP should be clearly defined.
Employees might need to provide notice of their return or undergo a re-entry process.
Documentation:
Proper documentation and records of LWOP requests and approvals are essential for both the employer and the employee.
For specific details, it is important to refer to the factory's employee handbook, labor union agreements, and local labor laws, as they will provide the most accurate and relevant information.
From India, Mumbai
Read More: Loss of Pay
Eligibility and Application:
Employees typically need to formally request LWOP in advance.
The request must be approved by a supervisor or the HR department.
Specific eligibility criteria may apply, such as the length of service or the reasons for the leave.
Duration:
Factories may set limits on the maximum duration of LWOP.
Long-term LWOP might require more detailed approval and justification.
Reasons for LWOP:
Common reasons include personal or family health issues, educational opportunities, or other personal matters.
Some factories might have specific categories or conditions under which LWOP can be granted.
Impact on Employment Status:
While on LWOP, employees usually maintain their employment status but do not receive their salary.
Benefits such as health insurance might continue, but employees may need to pay their share of premiums.
Accrual of benefits like vacation or sick leave might be paused during LWOP.
Job Protection:
Depending on local labor laws, employees on LWOP might have job protection, ensuring they can return to their position or an equivalent one.
The factory's policies should outline the rights and obligations of both the employer and employee.
Reinstatement:
The process for returning to work after LWOP should be clearly defined.
Employees might need to provide notice of their return or undergo a re-entry process.
Documentation:
Proper documentation and records of LWOP requests and approvals are essential for both the employer and the employee.
For specific details, it is important to refer to the factory's employee handbook, labor union agreements, and local labor laws, as they will provide the most accurate and relevant information.
From India, Mumbai
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