https://www.citehr.com/406061-runnin...ling-here.html
The above link is a reference to the source of idea wherein a candidate when in need of leaves (after all his leaves are exhausted) can adjust with the leaves of his colleagues who are willing to lend their leaves. (Pls visit the link if you need better clarification)
The concept of requesting leave from a sub-ordinate is very new. Ofcourse, (as questioned in the source thread), it can happen that the person who you requested the leave from is not willing to lend you few of his/her leave. But we should understand that the leave is granted to him/her and he/she has full right whether or not to grant it.
Ofcourse when there is medical or other emergency, I am sure your best colleagues or friends who really understands you would not mind lending you a couple of their leaves if you've run out of yours.
Pls understand that in order to encourage people from taking fewer leaves, corporates have implemented schemes like leave carry forward and leave encashment along with giving a good leave policy. However, it is understandable that at times, due to some situations, the said leave policy might not be able to cover the leaves of a particular employee and he would have to take a "Leave w/o Pay". When he can adjust with colleagues and take a granted leave (adjusted), this would really help people bond better.
Really liked the concept and might want to implement in my organization at a later stage.
Thanks for the brilliant idea... :)
From India, Mumbai
737The above link is a reference to the source of idea wherein a candidate when in need of leaves (after all his leaves are exhausted) can adjust with the leaves of his colleagues who are willing to lend their leaves. (Pls visit the link if you need better clarification)
The concept of requesting leave from a sub-ordinate is very new. Ofcourse, (as questioned in the source thread), it can happen that the person who you requested the leave from is not willing to lend you few of his/her leave. But we should understand that the leave is granted to him/her and he/she has full right whether or not to grant it.
Ofcourse when there is medical or other emergency, I am sure your best colleagues or friends who really understands you would not mind lending you a couple of their leaves if you've run out of yours.
Pls understand that in order to encourage people from taking fewer leaves, corporates have implemented schemes like leave carry forward and leave encashment along with giving a good leave policy. However, it is understandable that at times, due to some situations, the said leave policy might not be able to cover the leaves of a particular employee and he would have to take a "Leave w/o Pay". When he can adjust with colleagues and take a granted leave (adjusted), this would really help people bond better.
Really liked the concept and might want to implement in my organization at a later stage.
Thanks for the brilliant idea... :)
From India, Mumbai
Hi Ankita, A good news that would cater to DEMAND AND SUPPLY. Win Win for every one concerned. V.Raghunathan............................................... Navi Mumbai
From India
From India
Hi,
I had implemented similar concept 7 years back in my former company. Please go through the same.
In this arrangement every year employee would donate one day leave to the leave bank. Please have a look on following policy and is for your academic purpose only
Regards,
Vinod Bidwaik
Background-
An agreement between XXXXXXXXXXXXXXXX and XXXXXXXXXXXXX Employees Union brought the concept of ‘LEAVE BANK’ into existence in XXXXXXXXX.
Objective-
To give relief to members from unpaid absence due to prolonged illness
Committee members-
1. Chairperson - Director -HR
2. Management Representative - Unit Manager.
3. Union Representative - President of Union
Eligibility-
All employees who have contributed their 1 day leave in the Leave Bank at the time of commencement are eligible for making an application.
Entitlement-
Any employee who has consumed all his paid leave due to prolonged illness and who is required to take leave without pay will be entitled to get maximum 30 days’ paid leave from the bank.
Application:-
An eligible employee if entitled for the leave as stated above should make an application to the HR. It should be accompanied by a relevant medical certificate. This should be done immediately after the resumption of duty.
HR Process:-
1. HR should verify the application, the medical certificate details and the history of the leave record of the employee.
2. An application can be rejected for poor history of the employee about attendance and behavior.
3. If the application fulfills the basic requirement of eligibility, then the same should be forwarded to the HOD for his recommendations.
4. The application with the recommendations should be forwarded to the committee for the final decision.
5. The committee will decide the exact quantum to be sanctioned.
Payment:-
1. Employee will receive payment for the sanctioned period from the leave bank. This will be equivalent to per day amount of Basic including DA.
2. This will be treated as special payment and will not be part of the salary. This will be subject to Tax deduction.
Prolonged absence due to following reasons will not qualify for leave from the Bank:
1. Recurring illness
2. Born handicapped or disorder, if any
3. Beauty treatment
4. Treatment for sexual disorder
5. Attempt to commit suicide
6. Third time pregnancy or any surgery arising out of it
Record of Leave bank till date:-
Leave Bank status- Pune Unit
Opening balance as on January 1995 390
Leave given 296
Leave balance as on 10.01.2009 094
Leave Bank status- Kolhapur Unit
Opening balance as on January 1999 149
Leave given 088
Leave balance as on 10.01.2009 061
Application status since 1995 till date- Pune Unit
Application made 22
Application rejected 07
Application sanctioned 15
Application status since 1995 till date- Kolhapur Unit
Application made 04
Application rejected 00
Application sanctioned 04
Reasons for rejection-
1. Not contributed leave in Leave Bank
2. Habitual Absenteeism
From India, Pune
I had implemented similar concept 7 years back in my former company. Please go through the same.
In this arrangement every year employee would donate one day leave to the leave bank. Please have a look on following policy and is for your academic purpose only
Regards,
Vinod Bidwaik
Background-
An agreement between XXXXXXXXXXXXXXXX and XXXXXXXXXXXXX Employees Union brought the concept of ‘LEAVE BANK’ into existence in XXXXXXXXX.
Objective-
To give relief to members from unpaid absence due to prolonged illness
Committee members-
1. Chairperson - Director -HR
2. Management Representative - Unit Manager.
3. Union Representative - President of Union
Eligibility-
All employees who have contributed their 1 day leave in the Leave Bank at the time of commencement are eligible for making an application.
Entitlement-
Any employee who has consumed all his paid leave due to prolonged illness and who is required to take leave without pay will be entitled to get maximum 30 days’ paid leave from the bank.
Application:-
An eligible employee if entitled for the leave as stated above should make an application to the HR. It should be accompanied by a relevant medical certificate. This should be done immediately after the resumption of duty.
HR Process:-
1. HR should verify the application, the medical certificate details and the history of the leave record of the employee.
2. An application can be rejected for poor history of the employee about attendance and behavior.
3. If the application fulfills the basic requirement of eligibility, then the same should be forwarded to the HOD for his recommendations.
4. The application with the recommendations should be forwarded to the committee for the final decision.
5. The committee will decide the exact quantum to be sanctioned.
Payment:-
1. Employee will receive payment for the sanctioned period from the leave bank. This will be equivalent to per day amount of Basic including DA.
2. This will be treated as special payment and will not be part of the salary. This will be subject to Tax deduction.
Prolonged absence due to following reasons will not qualify for leave from the Bank:
1. Recurring illness
2. Born handicapped or disorder, if any
3. Beauty treatment
4. Treatment for sexual disorder
5. Attempt to commit suicide
6. Third time pregnancy or any surgery arising out of it
Record of Leave bank till date:-
Leave Bank status- Pune Unit
Opening balance as on January 1995 390
Leave given 296
Leave balance as on 10.01.2009 094
Leave Bank status- Kolhapur Unit
Opening balance as on January 1999 149
Leave given 088
Leave balance as on 10.01.2009 061
Application status since 1995 till date- Pune Unit
Application made 22
Application rejected 07
Application sanctioned 15
Application status since 1995 till date- Kolhapur Unit
Application made 04
Application rejected 00
Application sanctioned 04
Reasons for rejection-
1. Not contributed leave in Leave Bank
2. Habitual Absenteeism
From India, Pune
Every idea has both its positive and negative aspects.
However risk is to be taken.
As suggested by Mr. Vinod, we can allow only those employees to avail such leaves who are contributing to the leave bank rather than keeping it open to all.
Another way of avoiding too many leaves is to putting a ceiling on the no. of such leaves that can be availed by an employee....
Every problem has a solution, and could be tackled.
From India, Mumbai
However risk is to be taken.
As suggested by Mr. Vinod, we can allow only those employees to avail such leaves who are contributing to the leave bank rather than keeping it open to all.
Another way of avoiding too many leaves is to putting a ceiling on the no. of such leaves that can be availed by an employee....
Every problem has a solution, and could be tackled.
From India, Mumbai
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