hello,
I wanted to ask let's say if there's an employee who went on a maternity leave for 3 months and then extended her leave by two more months, which means a total of 5 months and then joins back and her increment is then due after 3 months of her again joining back. should she be given increment right in that month or can it be postponed by a few months...reason being that she was on leave for 5 big months and again it will take a little time for her to get back into loop again. and this way it might be difficult to appraise for for all this time.
had she joined back in 3 months then no problem, but now she is joining after 5 months. her increment is due in november.
what do you suggest?
From India, Faridabad
6I wanted to ask let's say if there's an employee who went on a maternity leave for 3 months and then extended her leave by two more months, which means a total of 5 months and then joins back and her increment is then due after 3 months of her again joining back. should she be given increment right in that month or can it be postponed by a few months...reason being that she was on leave for 5 big months and again it will take a little time for her to get back into loop again. and this way it might be difficult to appraise for for all this time.
had she joined back in 3 months then no problem, but now she is joining after 5 months. her increment is due in november.
what do you suggest?
From India, Faridabad
Dear meenu08
What do you think yourself, that a company should do ??
I can understand your apprehension and worries.
The answer to your question is very profound. The answer would differentiate a good company from a bad company.
By good company, I mean a company which has:
A good company does not treat such justified leave of absence as a stigma; or a stick to beat its people.
In such companies, the appraisal ratings are "prorated", i.e. they are distributed proportionately to the extended leave period.
Therefore, if an employee had been rated "good", "4.25", "B+" etc. depending on the performance metrics used; the rating is extended to cover the period of approved leave.
This philosophy of employee-caring also implies that you give credence to past services and contributions.
As far as the question of "how it should be treated" in a 'bad' company goes; well, you can do anything; it is anybody's guess.
About shifting the date of increment due to extended leave ?
Well, Date of Next Increment (DNI) in "good organization" are fixed, and comes twice in a year (half-yearly); either in the month of January and June (if the company follows a calendar year format) or in April and September (if the company follows a 'financial year' format).
Thus, all employees (almost all, unless there are specific reasons based on performance appraisal) get increment on these FIXED occasions; and NOT according to the leave they have taken.
If you are the HR of that organization, it depends whether you want to have standardized, fair policies; or "ad-hoc","fire-fighting", discriminatory policies and call these 'creative'.
Warm regards.
From India, Delhi
What do you think yourself, that a company should do ??
I can understand your apprehension and worries.
The answer to your question is very profound. The answer would differentiate a good company from a bad company.
By good company, I mean a company which has:
- concern for people
- fair people policy
- equal opportunity employer etc.
A good company does not treat such justified leave of absence as a stigma; or a stick to beat its people.
In such companies, the appraisal ratings are "prorated", i.e. they are distributed proportionately to the extended leave period.
Therefore, if an employee had been rated "good", "4.25", "B+" etc. depending on the performance metrics used; the rating is extended to cover the period of approved leave.
This philosophy of employee-caring also implies that you give credence to past services and contributions.
As far as the question of "how it should be treated" in a 'bad' company goes; well, you can do anything; it is anybody's guess.
About shifting the date of increment due to extended leave ?
Well, Date of Next Increment (DNI) in "good organization" are fixed, and comes twice in a year (half-yearly); either in the month of January and June (if the company follows a calendar year format) or in April and September (if the company follows a 'financial year' format).
Thus, all employees (almost all, unless there are specific reasons based on performance appraisal) get increment on these FIXED occasions; and NOT according to the leave they have taken.
If you are the HR of that organization, it depends whether you want to have standardized, fair policies; or "ad-hoc","fire-fighting", discriminatory policies and call these 'creative'.
Warm regards.
From India, Delhi
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Maternity Leave Policy - posting.doc
Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf