Hi friends.
I am working with a vry small IT firm . The total employees are 15. Currently they gives 21 days leave in a year that is club leave. No classification is made. We are working for 6 days. But as thr is lots of confusion in that also. Like
1) Out of 21 how many in probation??
2) Some ppl thinks that once they complete 6 months of probation in 7th month they can take all leaves if they want.
3) Some ppl want 5 days week
these are the only 3 points i have shared there are many such confusion in minds of employee and even management.
So i want to know wht the current trend in IT companies. But same time i will be happy to know the trend in small IT firms like us............
I will be happy if many HR ppl from IT firm will reply this..........even others are welcome. While replying kindly tell us the conpany size u have and number of employees u have
I have already gone through CITEHR already............Now i want ur suggestions pls help me.........
Geet :)
From India, Mumbai
4I am working with a vry small IT firm . The total employees are 15. Currently they gives 21 days leave in a year that is club leave. No classification is made. We are working for 6 days. But as thr is lots of confusion in that also. Like
1) Out of 21 how many in probation??
2) Some ppl thinks that once they complete 6 months of probation in 7th month they can take all leaves if they want.
3) Some ppl want 5 days week
these are the only 3 points i have shared there are many such confusion in minds of employee and even management.
So i want to know wht the current trend in IT companies. But same time i will be happy to know the trend in small IT firms like us............
I will be happy if many HR ppl from IT firm will reply this..........even others are welcome. While replying kindly tell us the conpany size u have and number of employees u have
I have already gone through CITEHR already............Now i want ur suggestions pls help me.........
Geet :)
From India, Mumbai
Hi,
In my opinion unclassified leaves are best (they give good flexibility to employees are simple to administer)
Here's what what we do:
1. 24 leaves a year for (2 paid leaves a month)
2. The leaves are applicable only after confirmation. And one gets leave prorata.
for example: An employee joins in January, he gets confirmed in July. So the number of leaves available to him would be 12. (for period between July and december)
3. Leaves taken during probation would result in LOP. (loss of Pay).
4. A confirmed employee can take leaves as and when desired.(since these are paid leaves, and are subject to the manager's approvals)
5. All leaves taken need to be tracked.
6. In december, the total leaves taken and balance leaves are calculated.
7. 50 % of balance leaves are encashed (on basic salary) and the rest 50% are carried forward (subject to a maximum of 10 leaves)
8. For the next year a member will be alloted 24 leaves + 10 carried forward leaves.
9. If there is negative balance (i.e an employee used more leaves than available, the same shall get deducted in the december salary)
If an employee is leaving:
Leaves get encashed (all the available leaves)
In case of negative balance the same gets deducted in the full and final settlement.
Restricting the abuse of leave policy:
1. The average leaves one can take in any month is 2.
2. Leaves which are more than 3 days need to be presanctioned by the reporting manager atleast a month before.
3. In case one has to take leaves in emergency, it is mandatory that he/she communicates within the first 3 hours of work day on the first day of leave.
This system has worked well with us and the employees.
Thanks
Kamaljit
From India, Pune
In my opinion unclassified leaves are best (they give good flexibility to employees are simple to administer)
Here's what what we do:
1. 24 leaves a year for (2 paid leaves a month)
2. The leaves are applicable only after confirmation. And one gets leave prorata.
for example: An employee joins in January, he gets confirmed in July. So the number of leaves available to him would be 12. (for period between July and december)
3. Leaves taken during probation would result in LOP. (loss of Pay).
4. A confirmed employee can take leaves as and when desired.(since these are paid leaves, and are subject to the manager's approvals)
5. All leaves taken need to be tracked.
6. In december, the total leaves taken and balance leaves are calculated.
7. 50 % of balance leaves are encashed (on basic salary) and the rest 50% are carried forward (subject to a maximum of 10 leaves)
8. For the next year a member will be alloted 24 leaves + 10 carried forward leaves.
9. If there is negative balance (i.e an employee used more leaves than available, the same shall get deducted in the december salary)
If an employee is leaving:
Leaves get encashed (all the available leaves)
In case of negative balance the same gets deducted in the full and final settlement.
Restricting the abuse of leave policy:
1. The average leaves one can take in any month is 2.
2. Leaves which are more than 3 days need to be presanctioned by the reporting manager atleast a month before.
3. In case one has to take leaves in emergency, it is mandatory that he/she communicates within the first 3 hours of work day on the first day of leave.
This system has worked well with us and the employees.
Thanks
Kamaljit
From India, Pune
Hi Geet
I am from Delhi.My company is into software development.We are also a small company with employee strength 25.Till date we have 1 CL every month,Third saturday of every month off,and compensatory off..The cl if not availed is carried forward and thus keep on adding.Same way we add compensatory leave to the employees leave balance.
No benefit of CL is given to the probationers unless they complete 6 months in the company.
Now we have revised our leave policy.which states that 12pl yearly and 6 sick leaves,out of 12 pl the person cannot avail more than 3 leaves in a month
Please let me know if the info is useful
Regards
Megha
From India, Calcutta
I am from Delhi.My company is into software development.We are also a small company with employee strength 25.Till date we have 1 CL every month,Third saturday of every month off,and compensatory off..The cl if not availed is carried forward and thus keep on adding.Same way we add compensatory leave to the employees leave balance.
No benefit of CL is given to the probationers unless they complete 6 months in the company.
Now we have revised our leave policy.which states that 12pl yearly and 6 sick leaves,out of 12 pl the person cannot avail more than 3 leaves in a month
Please let me know if the info is useful
Regards
Megha
From India, Calcutta
Hi friends
Thanks to all of us......................for ur valuable contribution...............I m expecting more replies......................
Dear Kamalzz
u mean that a employee can not take more than 12 leaves after completing probation in 6 months. Coz in last 6 months he has accumalated only 12 leaves.... right?????
And if in 7 months he takes all those 12 leaves. So in 8th month he have only 2 which he can take which is accumalated leaves of 7th month.....right?????
Kindly tell me if i m wrong
Geet
From India, Mumbai
Thanks to all of us......................for ur valuable contribution...............I m expecting more replies......................
Dear Kamalzz
u mean that a employee can not take more than 12 leaves after completing probation in 6 months. Coz in last 6 months he has accumalated only 12 leaves.... right?????
And if in 7 months he takes all those 12 leaves. So in 8th month he have only 2 which he can take which is accumalated leaves of 7th month.....right?????
Kindly tell me if i m wrong
Geet
From India, Mumbai
What I mean is that an employee can take any number of leaves within the available limit (in this case 12 is the limit)
So in this case if the member has taken all the leaves instantly on completion of probation...his balance is 0 leaves. Any leaves taken beyond the permissible number will result in loss of pay.
Hope this suffices.
Thanks
Kamaljit
From India, Pune
So in this case if the member has taken all the leaves instantly on completion of probation...his balance is 0 leaves. Any leaves taken beyond the permissible number will result in loss of pay.
Hope this suffices.
Thanks
Kamaljit
From India, Pune
thanks Kamaljit
i little query..........
in ur company....
1) a person can not take leave in probation.if he takes that leave will be without pay leave right???
2) for probation's 6 months he may take that 12 leaves after he completion of probation right???
3) a person can take only accumulated leaves e.g. in 7th month he will take 12 leaves which he had gain in probation but was not eligible to take them in probation.....now in 7th month suppose he take all 12 days and in again in 8 month he want to take leaves...he can take only 2 leaves which was acuumulated in 7th month...........and he can not take more than 2.right???
I hope i m not irrititaing by asking this again.
Geet
From India, Mumbai
i little query..........
in ur company....
1) a person can not take leave in probation.if he takes that leave will be without pay leave right???
2) for probation's 6 months he may take that 12 leaves after he completion of probation right???
3) a person can take only accumulated leaves e.g. in 7th month he will take 12 leaves which he had gain in probation but was not eligible to take them in probation.....now in 7th month suppose he take all 12 days and in again in 8 month he want to take leaves...he can take only 2 leaves which was acuumulated in 7th month...........and he can not take more than 2.right???
I hope i m not irrititaing by asking this again.
Geet
From India, Mumbai
Hi Geet,
Actually Kamaljeet has summed up the requirements pretty well suited to your company too. I wld only like to supplement the following points:
1. You cld think of half day leave also which cld facilitate more work hours for the company in case the employees need only few hours to attend to their personal work.
2. Negative balance of leave is not a good practice. All absences beyond permitted leave availability shld be LOP.
3. You cld split the clubbed leave into 2 simple categories of Casual leave and Earned leave stipulating a prior sanction for earned leave or leave more than 3 days as stated by Kamaljit.
Cheers..
Jyothi
Actually Kamaljeet has summed up the requirements pretty well suited to your company too. I wld only like to supplement the following points:
1. You cld think of half day leave also which cld facilitate more work hours for the company in case the employees need only few hours to attend to their personal work.
2. Negative balance of leave is not a good practice. All absences beyond permitted leave availability shld be LOP.
3. You cld split the clubbed leave into 2 simple categories of Casual leave and Earned leave stipulating a prior sanction for earned leave or leave more than 3 days as stated by Kamaljit.
Cheers..
Jyothi
Dear Friend,
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/download-list...y=Leave+Policy
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
Regards
Mohamed Sardhar
91 93831 93832
From India, Coimbatore
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/download-list...y=Leave+Policy
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
Regards
Mohamed Sardhar
91 93831 93832
From India, Coimbatore
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Leave Policy.doc