Hi,
I am currently serving my notice period in a tier 1 company. My company has a 60 day notice period. My HR informed me that if I take leaves during notice period it will either be considered as Loss Of Pay (in which case my last working day will not be extended) or if I am paid for the leaves, my last working day will be extended. I had to unfortunately take 4 days of leave during my notice period. The HR now says that these 4 days will be on 'Loss of Pay' and also my notice period will be extended because of my leaves. According to her latest statement, I would have to work for 8 days without pay. Can someone let me know if this is how leaves during notice period be handled. Any help on this will be greatly appreciated.
Thanks.
From India, Mumbai
I am currently serving my notice period in a tier 1 company. My company has a 60 day notice period. My HR informed me that if I take leaves during notice period it will either be considered as Loss Of Pay (in which case my last working day will not be extended) or if I am paid for the leaves, my last working day will be extended. I had to unfortunately take 4 days of leave during my notice period. The HR now says that these 4 days will be on 'Loss of Pay' and also my notice period will be extended because of my leaves. According to her latest statement, I would have to work for 8 days without pay. Can someone let me know if this is how leaves during notice period be handled. Any help on this will be greatly appreciated.
Thanks.
From India, Mumbai
Taking leave during notice period is treated as LOP in almost all organisations, however extending a persons last working by the number of days the person was on leave during notice period is definitly not the right thing to do.
From India, Hyderabad
From India, Hyderabad
A notice period of 60 days means that you need to provide the company a 60 day period to replace your role with a new hire or internal movement. Once the new hire joins- you would need to hand over all the responsibilities to him and exit.
If there is a delay in replacing your position, the HR can request you to extend your last working day so that you could transfer your responsibilities... but excepting it or not is your choice..
Since you have taken 4 days leave- it would be counted as an LOP only and the HR cannot ask you to extend it for another 4 days. If they do so then they will need to pay you for your 4 day extension.
You can discuss this with you Sr HR and They would be able to clarify this best.
Rgds,
Lakshmi
From India, Bangalore
2If there is a delay in replacing your position, the HR can request you to extend your last working day so that you could transfer your responsibilities... but excepting it or not is your choice..
Since you have taken 4 days leave- it would be counted as an LOP only and the HR cannot ask you to extend it for another 4 days. If they do so then they will need to pay you for your 4 day extension.
You can discuss this with you Sr HR and They would be able to clarify this best.
Rgds,
Lakshmi
From India, Bangalore
No one can extend 'Notice period' of an employee un less & until specified in written or given as a clause in the Appointment letter. If you have 'EL Balance' (Earned leave) to your credit you can have that adjusted against your notice period as well. talk to your Mgmt or CEO & update him as Labour court means the bells start ringing, and now a days Labour laws are more employee friendly.You can take the Mgmt or the HR to labour Court if you wish to. The only bad thing would be that they may spoil your background verification process when your next employer mite approach them. But thats not the way to get exploited & you must update your next employer about this incident as well... Good Luck no one would like to have Govt officials at their gate. As one authority informs other agencies when a Bribe is paid to an official for keeping quite. It becomes a headace & no HR would like to give company to pot bellied Govt Agencies every month.
Hi
Regarding your querry you have to settle such matters emicably by discussing with your HR head.
Any way you are leaving the company it is better to exit with good remarks so that it is good for your future employment. Otherwise if you shows any resistence there is every chance to delay your final settlement/benefits.
According to me you can take your casual /sick leave except earned leave with your HOD recommendation
Tks & Regards
SR VADLAMANI
From India, Hyderabad
Regarding your querry you have to settle such matters emicably by discussing with your HR head.
Any way you are leaving the company it is better to exit with good remarks so that it is good for your future employment. Otherwise if you shows any resistence there is every chance to delay your final settlement/benefits.
According to me you can take your casual /sick leave except earned leave with your HOD recommendation
Tks & Regards
SR VADLAMANI
From India, Hyderabad
As some one said in this forum, either they have to treat four days period as LOP or adjust it against any EL to your credit. But asking the employee to work 4 more days in lieu of 4 days LOP leave and that too without pay for the extended 4 days is due to one of the two reasons:
1. immaturity on the part of HR Dept.
2. Arm twisting an employee who has set one foot already out with possibility of spoiling his antecedents in the past employment.
Treating 4days loss 0f pay is ok or paying for the extended notice period is also ok;
but not paying for 4 days extended period after treating the 4 days leave as LOP is cynical and lot can be said about the attitude of the Company or ots HR Dept.
One more thing people should try to put heart over their mind and understand the employees predicament.
Another thing is if the employee is a habitual twister of the rules and tease the higher ups by citing rules etc., the HR people may try to tease the concerned person in crucial juncture.
Dr Vasudeva Reddy Ravula
From India, Hyderabad
1. immaturity on the part of HR Dept.
2. Arm twisting an employee who has set one foot already out with possibility of spoiling his antecedents in the past employment.
Treating 4days loss 0f pay is ok or paying for the extended notice period is also ok;
but not paying for 4 days extended period after treating the 4 days leave as LOP is cynical and lot can be said about the attitude of the Company or ots HR Dept.
One more thing people should try to put heart over their mind and understand the employees predicament.
Another thing is if the employee is a habitual twister of the rules and tease the higher ups by citing rules etc., the HR people may try to tease the concerned person in crucial juncture.
Dr Vasudeva Reddy Ravula
From India, Hyderabad
I agree with the opinion of Dr Vasudeva Reddy Ravula, given above, in totality.
I would like to add further :
The only reason and logic; given at times and in different organization; for treating Leave during the Notice Period is that, the data relating to Leave balances at the credit of the employee had already been sent to Finance & Accounts for preparing his Final Settlement amount.
As such, since the Leave balances are being sent (transferred) for 'encashment', technically the employee's Leave Account/Balance is treated as 'Nil'.
Taking leave, does not entail deferment of Relieving Date; except in certain exigencies.
Hope the above explanation suffices in clarifying the doubts.
Warm regards.
From India, Delhi
I would like to add further :
The only reason and logic; given at times and in different organization; for treating Leave during the Notice Period is that, the data relating to Leave balances at the credit of the employee had already been sent to Finance & Accounts for preparing his Final Settlement amount.
As such, since the Leave balances are being sent (transferred) for 'encashment', technically the employee's Leave Account/Balance is treated as 'Nil'.
Taking leave, does not entail deferment of Relieving Date; except in certain exigencies.
Hope the above explanation suffices in clarifying the doubts.
Warm regards.
From India, Delhi
Hi,
As someone managing the Comp N Ben dept & the generalist activities in my organization I see to it & make it a point that any employee leaving us does so without much discomfort & hard feelings. In your case all I can say that this is a gross misjudgement on the part of your vertical HR & he/she is probably not too clear on the exit part & policies. Try skipping a level & talking to the Sr HR rep or your vertical HR SPOC & i'm sure u'd get a fair deal.
Asheesh.
From India, Bhopal
As someone managing the Comp N Ben dept & the generalist activities in my organization I see to it & make it a point that any employee leaving us does so without much discomfort & hard feelings. In your case all I can say that this is a gross misjudgement on the part of your vertical HR & he/she is probably not too clear on the exit part & policies. Try skipping a level & talking to the Sr HR rep or your vertical HR SPOC & i'm sure u'd get a fair deal.
Asheesh.
From India, Bhopal
dear if you have leave balance of EL you can take leave with your head permission. regards v.srinivasa rao
From India, Hyderabad
From India, Hyderabad
Hi,
Your HR is not right at their point. During Notice period a person have to actually work for that specified period, in your case (60) days. Since you have taken 4 days leave means shortfall in notice, it would be considered as Loss of pay only and you have to work for 4 day extension.
I am posting my view after discussion with my seniors
From India, Rajpura
Your HR is not right at their point. During Notice period a person have to actually work for that specified period, in your case (60) days. Since you have taken 4 days leave means shortfall in notice, it would be considered as Loss of pay only and you have to work for 4 day extension.
I am posting my view after discussion with my seniors
From India, Rajpura
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Election leave Notice.pdf
NOTICE ON ABSENTEE WITHOUT LEAVE - FIRST NOTICE.doc