Hello,
I am the HR of a website designing company. We have an employee who has joined us in January, this year. Last week, we heard the news that his father got expired, and he had to go to his home town. The query that we have here is whether this should be considered as the paid leaves or unpaid leaves. If we see the performance of the employee in the last 2 months, it has been excellent. and what I believe is, this is a very genuine reason for an employee to avail his leaves. Kindly throw light on this.
Regards,
Rupali Varma
From United States, Cambridge
2I am the HR of a website designing company. We have an employee who has joined us in January, this year. Last week, we heard the news that his father got expired, and he had to go to his home town. The query that we have here is whether this should be considered as the paid leaves or unpaid leaves. If we see the performance of the employee in the last 2 months, it has been excellent. and what I believe is, this is a very genuine reason for an employee to avail his leaves. Kindly throw light on this.
Regards,
Rupali Varma
From United States, Cambridge
To my knowledge it is based on the company's policy. If the person's leave is manageable with some alternative and he is in different town then the company may give paid leave based on his performance. It is purely on the company's policy. These type of leave we can't avoid.
From India, Madras
From India, Madras
Rupali
Berevement is berevement. It is nothing to do with performance
Keep this in mind. You can not distinguish based on performance.
It is never desirable to have any such policy as Berevaement Leave Policy.
You have two options.
1. Sanction leave on loss of pay
2.Sanction advance leave. You can have a leave policy to sanction advance leave from the leave that will be credited next year.This must be applicable only for death of father/mother/spouse. Otherwise you will get requests for all deaths. Tjis policy works. And this must be sanctioned jointly by the Functional Head and HR Head
Siva
From India, Chennai
Berevement is berevement. It is nothing to do with performance
Keep this in mind. You can not distinguish based on performance.
It is never desirable to have any such policy as Berevaement Leave Policy.
You have two options.
1. Sanction leave on loss of pay
2.Sanction advance leave. You can have a leave policy to sanction advance leave from the leave that will be credited next year.This must be applicable only for death of father/mother/spouse. Otherwise you will get requests for all deaths. Tjis policy works. And this must be sanctioned jointly by the Functional Head and HR Head
Siva
From India, Chennai
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Employee Appraisal Form new.doc