Dear All, I am working in a Pvt. Ltd company where we don't have any Leave Policy and Medical Benefits to employees.
Now I was planning to implement Leave Policy but here is a problem.
1. Some of the employees getting 2.25 Leave en-cashment and exgratia (Ex: Gross Salaray 15000/- if he/she works minimum 240days then 15000*2.25=33750/-)
2. Some part of the employees will get only one month (Ex: Gross salary 15000/-if he/she works minimum 240days then 15000*1=15000/-)
Now if i implement Leave policy how should i handle this issue and how should i compromise my management to accept leave policy. Because employees who getting 2.25 wont accept this one because this would be a loss for them.
But i want to change the system in this organization and slowly implement one by one like a corporate.
I hope a best solution & discussion from the experts in the group.
From India, Jabalpur
13Now I was planning to implement Leave Policy but here is a problem.
1. Some of the employees getting 2.25 Leave en-cashment and exgratia (Ex: Gross Salaray 15000/- if he/she works minimum 240days then 15000*2.25=33750/-)
2. Some part of the employees will get only one month (Ex: Gross salary 15000/-if he/she works minimum 240days then 15000*1=15000/-)
Now if i implement Leave policy how should i handle this issue and how should i compromise my management to accept leave policy. Because employees who getting 2.25 wont accept this one because this would be a loss for them.
But i want to change the system in this organization and slowly implement one by one like a corporate.
I hope a best solution & discussion from the experts in the group.
From India, Jabalpur
Hi Meera,
I have a small doubt. As per your description, I am able to interpret that your company is allowing encashment of leaves at the end of every year. Correct me if I am wrong.
If this is the case, I would suggest to stop leave encashment after end of a leave calander year. Leave encashment can be done only at the time of separation or retirement or death. The rate can be 1x of the last drawn salary.
Also, fix a max quota of leave carry forwarding to next year. This would be helpful for organisation and will motivate employees to consume their leave quota.
I hope I have helped you to get you resolution.
From India, Mumbai
I have a small doubt. As per your description, I am able to interpret that your company is allowing encashment of leaves at the end of every year. Correct me if I am wrong.
If this is the case, I would suggest to stop leave encashment after end of a leave calander year. Leave encashment can be done only at the time of separation or retirement or death. The rate can be 1x of the last drawn salary.
Also, fix a max quota of leave carry forwarding to next year. This would be helpful for organisation and will motivate employees to consume their leave quota.
I hope I have helped you to get you resolution.
From India, Mumbai
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Leave Policy.doc