In today’s scenario if you are serving the complete notice period organisation normally are flexible incase employee is taking one or two leaves in the middle but it should not be a long gap and then you resume the office in the end…no organisation would prefer that……Normally your CL are forfeited if you resign ….you can only avail EL and SL for two three days not much…..but exceptions are there to this clause……
From United Kingdom
3From United Kingdom
An employee can avail EL during the notice period. Many a companies do not allow Casual leaves during the Notice period. EL can be encahsed also at the time of full and final. but EL does not get adjusted with notice period as there are different calculation methods for EL encashment and Notice period deduction( in some organisations) regds
From India, Chandigarh
From India, Chandigarh
Dear ind, As per legislation, on every 21 days employee is eligible to earn 1 leave. It depends upon standing order and appointment to avail such leaves. for example to avail PL, we have set policy in legislation. Now, on notice period, if employee wishes to take leaves and he/she follow rules and regulations set by SO or appointment letter, then legally he is eligible to take leave. But as approval is required for leave, therefore approving authority can decide whatever want to be. Regards Virendra
I am looking forward to the answer for the question that Sachin Sawant asked. Can anyone reply to that?
From India, Mumbai
From India, Mumbai
Hi It has been notice that the leave can be adjusted during notice period as per mutual agreement. When an employer asked the employee to leave when emloyee is ready to serve the notice period, in such cases during leave encashment employee or self aget 50% of the amount as if he ahd adjusted against absenteesim or notice then he will get one day full wages. We ahve to think on all angles and employee had earned this leave during his services and not availed much and remain present on duty which we all have to remember. Some cases employer does not allow to take leave during his working days and why not he adjusted during his notice period. Hand shake from both side, not from the employee or employer side only
From India, Mumbai
From India, Mumbai
Hi All, As Mr Kameswara Rao rightly said, it depends upon the position. We cannot recruit candidates for some critical positions easily. So we may have to inform that candidate that he will be relieved on completion of the notice period only. Otherwise, they will not get their final settlements or disciplinary action will be initiated against them. In our Company the notice period is three months. For some positions we relieve them before completion of the notice period and after adjusting the leave at their credit. For critical positions we clearly tell them that they have to complete the notice period and will not sanction any leave (except SL). If they leave the Company before completion of the notice period, we will not settle their accounts. We have come across such cases in our Company and we have not settled their accounts till now. Since most of the Companies are ready to compensate their notice pay or leave salary adjusted against the notice period, the candidates are leaving the organisations without any moral responsibility. Hence, HR should take a firm decision on this. Regards, A B Srinivasan
From India, Madras
From India, Madras
Hi Indranil First of all I believe that you have been badly hurt by your HR. I always have an opinion for HR, that in any such case, always should remain calm and try to understand the employee point and make him understand the actual policy/reason. In your case Indranil, during notice period no leave are acceptable, but surely if you have to go for any urgent work, you could be permitted for the same, but then your notice period will be extended. To justify my statement - 1. Notice period is actually a hand over period. Further it is not only question of hand over but also you are required to finish off your present work within limited period of time and train the new person. Now think that is it possible that you be given leaves you want and again you have to finish the work as defined here above. 2. Rules are made for all and not for one person. If you have 20 leave pending, you can avail them if permitted as you stated and finish off your notice period. Is it possible in that case that you complete the work as stated in point no.1 in this case. 3. As you have point that during employment period if you are permitted leave, why not during notice period. but again here the limited time period problem arrives, whereas during employement period company has assurance that you will come down and finish off you work, but do the company have assurance that after notice period you will come and finish off your work? 4. As a good HR and company policy, a company may permit you to go for some urgent work during notice period, but then it needs to extend the notice period, as you have to finish off your work as stated in point no.1. I believe you may have got the point and answere to your questions. Regards Meghal
From India, Mumbai
From India, Mumbai
i would also like to receive a copy of the judgement that is being mentioned by Sanjeev Here in his post... The only thing I want to comment on this post is, the discision of granting a leave or not will very on case to case basis. It will depend the work profile of the resignee. If the work being handled by him is so critical and there are no replacement available during the notice period then company may or may not grant/approve the leaves provided the remeneration terms are cleared with the employee. Thanks & regards, Anal Shah 
From India, Ahmadabad
From India, Ahmadabad
Hi Indranil, According to me, i usually calculate the recovery for the notice period not served, then i only adjust some of the days of recovery by EL's in his leave account, rest of the recovery he has to deposite in accounts department. Regards, Anju
From India, Indore
From India, Indore
Dear Indranil, It all depends upon the discretion of the leave approving and sanctioning authoruty. As the employee is on notice period and will not be allowed to perform all of the important tasks while in the notice period, therefore the empployee can be allowed to take leaves amounting to 7-10 days depending upon the workload of the dept. But the departing employee needs to be present on the last working day of his notice period. Thanks Amit Gera
From India, New Delhi
From India, New Delhi
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