Hi,
I have been an employee of my current organization for 11.5 months. My leave balance shows 13 Casual Leaves, 3 Sick leaves and 9 Earned Leaves (this i cannot avail right now as i am on probation period). I will become a permanent employee in 15 days. The problem is, right now our company does not have any HR person. All the attendance/leave issues are handlied by the front office executive. I had taken a leave of 6 days in May. Suddenly i see that 4 days pay has been cut from my salary. They say there is a company policy that an employee cannot avail more than 2 casual leaves in a month. Is this possible?
I have been asked to fill in the leave card. What should i do about that? Please help me out with this at the earliest.
Also, one more concern that i have is, the front office executive who is handling HR issues is not good. She has access to all employee files and i have heard her discuss the salary of other employees with her friends in office. Is this fair? This bothers me as it is not professional behaviour. Please advice what should be done in the matter. The company does not seem too inclined to hire an HR manager due to financial problems and i dont want to get in the bad books of the MD or GM of the company by complaining straight away. Please advice on a proper course of action. Thanks!
From India, Calcutta
1I have been an employee of my current organization for 11.5 months. My leave balance shows 13 Casual Leaves, 3 Sick leaves and 9 Earned Leaves (this i cannot avail right now as i am on probation period). I will become a permanent employee in 15 days. The problem is, right now our company does not have any HR person. All the attendance/leave issues are handlied by the front office executive. I had taken a leave of 6 days in May. Suddenly i see that 4 days pay has been cut from my salary. They say there is a company policy that an employee cannot avail more than 2 casual leaves in a month. Is this possible?
I have been asked to fill in the leave card. What should i do about that? Please help me out with this at the earliest.
Also, one more concern that i have is, the front office executive who is handling HR issues is not good. She has access to all employee files and i have heard her discuss the salary of other employees with her friends in office. Is this fair? This bothers me as it is not professional behaviour. Please advice what should be done in the matter. The company does not seem too inclined to hire an HR manager due to financial problems and i dont want to get in the bad books of the MD or GM of the company by complaining straight away. Please advice on a proper course of action. Thanks!
From India, Calcutta
Hi Payal, I have seen some companies following the trend of pay cut if CL surpasses the maximum permissible i.e. 2 in your case.
They normally do it saying that what if employee avails all the leaves on paid basis in month or so and then leaves the organisation.However some companies dont follow it
As far as discussion of your salary is concerned ,please make sure that you have witnessed it and your aligation is right.If this is actually being done then please see your company environment.Even though you stand genuine to question it but im saying the company environment so as you get a hint how seriously your company takes it.Then go ahead and tell your MD or GM politely about what's happening in the office by saying that I just wanted to discuss something which was making me feel uncomfortable..
All the best
From India, Chandigarh
They normally do it saying that what if employee avails all the leaves on paid basis in month or so and then leaves the organisation.However some companies dont follow it
As far as discussion of your salary is concerned ,please make sure that you have witnessed it and your aligation is right.If this is actually being done then please see your company environment.Even though you stand genuine to question it but im saying the company environment so as you get a hint how seriously your company takes it.Then go ahead and tell your MD or GM politely about what's happening in the office by saying that I just wanted to discuss something which was making me feel uncomfortable..
All the best
From India, Chandigarh
Hi Neha,
Thanks for the reply. I am very sure about the salary discussion as i have heard it myself. I can take a chance by talking to the MD as he is more professional in his approach. The GM does not give importance to professionalism and might turn this into a casual matter. i reaaly feel that an HR manager is important even if the no. of employees is less.
From India, Calcutta
Thanks for the reply. I am very sure about the salary discussion as i have heard it myself. I can take a chance by talking to the MD as he is more professional in his approach. The GM does not give importance to professionalism and might turn this into a casual matter. i reaaly feel that an HR manager is important even if the no. of employees is less.
From India, Calcutta
I agree to you payal that some HR person is necessary but as you said the finances create a problem.so its better if they even hire an Exec or even if the front office exec is handling it then atleast she should be ethical.U have a strong point so go ahead and talk to MD and state your point not as complaint against her but as a concern for organisation in polite manner.
All the best
From India, Chandigarh
All the best
From India, Chandigarh
Payal,
The company may have inherent rules of no. of CL's being allowed in a month, but the important point is
That the same must be told to the employees when they join.
If the leave is applied beforehand i.e. before going on leave then the reply must go to the emplyee whether it is sanctioned fully/partially.
As far as discussing the salary is concerned well you bring it into the light of the upper Management. You should also appraise the upper Management about your leaves and covey to them that there needs to be a better system adopted for sanctioning of leaves.
From China, Leizhou
The company may have inherent rules of no. of CL's being allowed in a month, but the important point is
That the same must be told to the employees when they join.
If the leave is applied beforehand i.e. before going on leave then the reply must go to the emplyee whether it is sanctioned fully/partially.
As far as discussing the salary is concerned well you bring it into the light of the upper Management. You should also appraise the upper Management about your leaves and covey to them that there needs to be a better system adopted for sanctioning of leaves.
From China, Leizhou
Dear Payal,
If the policy was explained to you at the time of joining than you have to adhere to it. Secondly salary is confidential hence the exe discussing the same is not the right, try talking to the exe - may be he/she does not know and you addressing directly to them would help.
From India, New Delhi
If the policy was explained to you at the time of joining than you have to adhere to it. Secondly salary is confidential hence the exe discussing the same is not the right, try talking to the exe - may be he/she does not know and you addressing directly to them would help.
From India, New Delhi
Dear Payal,
its nice to hear that u r working with the same organization since 11.5 months and in another 15 days ur going to become a permanent Employee of your present Organization.
I congratulate you first for successfully completing your one year service with your present organization
Its better to review first about your Company leave policy, then u can come to one conclusion. if your company is giving you the 13 days leave as CL, is these leaves are given u at a time to utilise in the present assessment yr, then u have all the right to utilise the 4 days leave u applied for and your company has no right to say u that cannot take more then 2 days of leave in any month. if your comp has specified that ur suppose to take only two days of leave as Cl. then u have no chance to discuss on the same.
Coming to HR Manager, as u said that ur company is facing the financial crises. its better to hire one Exectuive who has exp abt 2-3 yrs as Generalist. so that he/she can take the total responsibility of Employee's issues.
In the same you were discussing about the FOE that she is the one who handling all the Employee records and misusing the Employee information, its better to discuss with your Higher Official first and exclate the same, then if nothing is happening you can take it to your MD and share your information to him about the FOE and at the same time u can give one suggest to Hire one HR who can manage all the process in the Organization.
the way of presenting the issue in front of your MD, he should take the decision in keeping views of Employees benefits, act accordingly.
all the very best and you have great day.
From India, Hyderabad
its nice to hear that u r working with the same organization since 11.5 months and in another 15 days ur going to become a permanent Employee of your present Organization.
I congratulate you first for successfully completing your one year service with your present organization
Its better to review first about your Company leave policy, then u can come to one conclusion. if your company is giving you the 13 days leave as CL, is these leaves are given u at a time to utilise in the present assessment yr, then u have all the right to utilise the 4 days leave u applied for and your company has no right to say u that cannot take more then 2 days of leave in any month. if your comp has specified that ur suppose to take only two days of leave as Cl. then u have no chance to discuss on the same.
Coming to HR Manager, as u said that ur company is facing the financial crises. its better to hire one Exectuive who has exp abt 2-3 yrs as Generalist. so that he/she can take the total responsibility of Employee's issues.
In the same you were discussing about the FOE that she is the one who handling all the Employee records and misusing the Employee information, its better to discuss with your Higher Official first and exclate the same, then if nothing is happening you can take it to your MD and share your information to him about the FOE and at the same time u can give one suggest to Hire one HR who can manage all the process in the Organization.
the way of presenting the issue in front of your MD, he should take the decision in keeping views of Employees benefits, act accordingly.
all the very best and you have great day.
From India, Hyderabad
Thanks a lot for all the replies. I have had a look at the leave rules and this is what it says:
All leaves should preferably be pre sanctioned by controlling Authority. The following guidelines should be adhered to by all the employees-
Medical Leave – Should be availed in emergencies only with intimation. More than 2 days leave at one stretch will require medical certificate. It can be accumulated up to 70 days, beyond which it may be lapsed and will not get encashed.
Casual Leave – Should preferably be pre – sanctioned. The balance leaves at the end of the calendar year will automatically be encashed.This should be availed on pro data basis during the year.
Earned Leave – To be availed only when it is earned. This can be accumulated up to 150 days. 50% of the outstanding E/L can be encashed any time. Entire E/L outstanding on the individual will get encashed at the time of retirement/separation.
Two kinds of leaves cannot be mixed in one stretch. However, EL+ SL may be considered in case of requirement by an individual on medical ground.
Off days falling within the leave period will be taken as Leave, except in case of CL.
Unsanctioned leave will be considered as Leave without Pay.
This issues with the approval of competent authority.
This will come into effect from 1.4.07
I had not applied for the 4 days leave as it was an emergency for which i had left from office after informing the MD and VP. For the other 3 days i had called the VP and informed him of the situation. They were all aware of this. For the other 2 days of leave that i took later in the month, i had applied before hand and it was granted by my boss.
From India, Calcutta
All leaves should preferably be pre sanctioned by controlling Authority. The following guidelines should be adhered to by all the employees-
Medical Leave – Should be availed in emergencies only with intimation. More than 2 days leave at one stretch will require medical certificate. It can be accumulated up to 70 days, beyond which it may be lapsed and will not get encashed.
Casual Leave – Should preferably be pre – sanctioned. The balance leaves at the end of the calendar year will automatically be encashed.This should be availed on pro data basis during the year.
Earned Leave – To be availed only when it is earned. This can be accumulated up to 150 days. 50% of the outstanding E/L can be encashed any time. Entire E/L outstanding on the individual will get encashed at the time of retirement/separation.
Two kinds of leaves cannot be mixed in one stretch. However, EL+ SL may be considered in case of requirement by an individual on medical ground.
Off days falling within the leave period will be taken as Leave, except in case of CL.
Unsanctioned leave will be considered as Leave without Pay.
This issues with the approval of competent authority.
This will come into effect from 1.4.07
I had not applied for the 4 days leave as it was an emergency for which i had left from office after informing the MD and VP. For the other 3 days i had called the VP and informed him of the situation. They were all aware of this. For the other 2 days of leave that i took later in the month, i had applied before hand and it was granted by my boss.
From India, Calcutta
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