Above mentioned all the suggestion are very useful.If any one have more suggestion,please advise me....
From India, Surat
3From India, Surat
Hi everyone,
Even i have taken 40 days Long Leave for My Marriage pretending to outstation employee and also there are lot of Pre and Post Marriage rituals. but it was my first Long Leave in 3 years ( 30 EL Pending) beside that i am always available on Phone and Mail.
The Point is one should not generalized any situation. you should look the employee leave record and there is always option of LOP.
From India, Lucknow
Even i have taken 40 days Long Leave for My Marriage pretending to outstation employee and also there are lot of Pre and Post Marriage rituals. but it was my first Long Leave in 3 years ( 30 EL Pending) beside that i am always available on Phone and Mail.
The Point is one should not generalized any situation. you should look the employee leave record and there is always option of LOP.
From India, Lucknow
The advise can be given considering many things like leave balance, support for her to arrange her marriage, her native, if resource is available to take care her duties and last but not the least how leave is applied - it is applied as right or as a request. Pl. consider all this things and decide.
From India, Bhiwani
From India, Bhiwani
Dear Ankita,
i would suggest, convince her take partial leaves interval of week if possible, if she is that much important employee in the company (i.e. 20 leaves - then join back for a week - again take rest of leaves)
also if her supervisors has approved then there is no reason to bother.
Thanks,
A
From India, Mumbai
i would suggest, convince her take partial leaves interval of week if possible, if she is that much important employee in the company (i.e. 20 leaves - then join back for a week - again take rest of leaves)
also if her supervisors has approved then there is no reason to bother.
Thanks,
A
From India, Mumbai
Grant of long leaves like this depends on the need of the employee (and how she is able to convince the superior) and the management's policy. If she has applied for leave in advance and has got it approved, then that's it. But from the way question is posed it seems that management does not want to grant leave or to discourage this tendency. Adding to some of the above views, may I suggest that your leave policy needs to be little more comprehensive to take care of these situations. basically leave is not right of employee, unless it is sanctioned by management. hence, mgt can decline leave if it is not convinced about the purpose of leave. however, this is not that easy taking into account the nature of industry, say esp. in IT where a company cannot lose the talent of employee. so the leave policy should take care of this by incentives for not taking bulk leave like this. incentives can be in the form of accumulation of leaves/unlimited or upto a good number like 300 or so, provisions for encashment, yearly, at end of service etc. attendance incentive is another. also, physical attendance may be linked to variable pays with more weightage/performance appraisals and promotion/career plans.
From India, Bangalore
From India, Bangalore
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