Dear Swapna,
First let's see whether an employee is sponsored by the organization to pursue his / her higher study or not? If he / she is sponsored by his / her employer, then the said employer is suppose to grant him / her special leave i.e. Paid Leave during the examination period. But the concerned employee must intimate in writing with due annexures of documents (Leave application with Admit Card) as a proof of examination at least 1 week before he / she is officially allowed to go on leave after due sanction & approval by the authorities. During this period, the employer is to make certain adjustment of human capital till the examinee/employee resumes in the office.
On the other hand, if an employee pursues himself / herself higher study (s) for his / her personal career advancement then he / she has to take prior approval / permission from his / her employer before he / she finally takes into admission according to his / her own choice. When exam time comes, an employee has to submit his leave leave application with the admit card being annexed thereto in advance to get it sanctioned & approved by the designated authorities. In this case the said employee be offered to give his / her option either to convert those leaves into CLs (subject to availability balance of leaves-Paid Leaves) or "Leave Without Pay (LWP) < Without taking into account the balance of leaves >" .
I also do agree with Mr. Madhu for his general remark "Previleges become Right". At least HR deptt. of every organization must maintain a neutral position to implement certain HR policies those are uniformily applicable to all it's employees working at any level so also answerable to the management for the better interest of the organization. Thank you.
Biswajit Pani
From India, Bhubaneswar
13First let's see whether an employee is sponsored by the organization to pursue his / her higher study or not? If he / she is sponsored by his / her employer, then the said employer is suppose to grant him / her special leave i.e. Paid Leave during the examination period. But the concerned employee must intimate in writing with due annexures of documents (Leave application with Admit Card) as a proof of examination at least 1 week before he / she is officially allowed to go on leave after due sanction & approval by the authorities. During this period, the employer is to make certain adjustment of human capital till the examinee/employee resumes in the office.
On the other hand, if an employee pursues himself / herself higher study (s) for his / her personal career advancement then he / she has to take prior approval / permission from his / her employer before he / she finally takes into admission according to his / her own choice. When exam time comes, an employee has to submit his leave leave application with the admit card being annexed thereto in advance to get it sanctioned & approved by the designated authorities. In this case the said employee be offered to give his / her option either to convert those leaves into CLs (subject to availability balance of leaves-Paid Leaves) or "Leave Without Pay (LWP) < Without taking into account the balance of leaves >" .
I also do agree with Mr. Madhu for his general remark "Previleges become Right". At least HR deptt. of every organization must maintain a neutral position to implement certain HR policies those are uniformily applicable to all it's employees working at any level so also answerable to the management for the better interest of the organization. Thank you.
Biswajit Pani
From India, Bhubaneswar
In teh SA govt - we have special leave for study purposes but tot eh maximum of 15 days for half taken as normal paid leave and teh other half special and a study schedule must be provided as proof.
Hello Swapna,
As you have mentioned that both of them are on probabtion period, so according to HR policies examination fees are unpaid leaves. If they were permanent employee then according to the totral leaves in a year, if they have any leaves left in their leave bank then it will be included in that leave.
So i think in this case they should get unpaid leaves, as they are on probabtion period.
Regards,
Sushma Kotnala
From India, New Delhi
As you have mentioned that both of them are on probabtion period, so according to HR policies examination fees are unpaid leaves. If they were permanent employee then according to the totral leaves in a year, if they have any leaves left in their leave bank then it will be included in that leave.
So i think in this case they should get unpaid leaves, as they are on probabtion period.
Regards,
Sushma Kotnala
From India, New Delhi
HR professionals,
Do not be a stickler to policies & rules. Firstly, policies & rules made are subjected to interpretation since most of the case there is lack of clarity.
If it is just to follow rules & policies, any donkey can do it once the rules of the game are defined. Specialists are not required.
See the context, apply yourselves and be a facilitator. Otherwise this category is doomed.
George
From China, Beijing
Do not be a stickler to policies & rules. Firstly, policies & rules made are subjected to interpretation since most of the case there is lack of clarity.
If it is just to follow rules & policies, any donkey can do it once the rules of the game are defined. Specialists are not required.
See the context, apply yourselves and be a facilitator. Otherwise this category is doomed.
George
From China, Beijing
To avoid all these confusions you should immediately structure a policy wrt Higher education. Supporting financially and with paid leave will motivate the employees and this may be one tool to retain the employees and you can also have a bond type of thing when the company sponsored.
As rightly mentioned by our other friends with out any proper system don't allow extra leaves because every reason may be critical (Ex: employee don't have leave to their credit and his / her mother / father / spouse etc are serious and approaches you and you know it's a fact ) and if you say no, then he / she will definetly quote the earlier one and it will become a precedent hence better if the employee don't have leave to their credit make it with out pay but an authorized, which will not effect his performance or growth.
Thanks and regards - kameswarao
From India, Hyderabad
As rightly mentioned by our other friends with out any proper system don't allow extra leaves because every reason may be critical (Ex: employee don't have leave to their credit and his / her mother / father / spouse etc are serious and approaches you and you know it's a fact ) and if you say no, then he / she will definetly quote the earlier one and it will become a precedent hence better if the employee don't have leave to their credit make it with out pay but an authorized, which will not effect his performance or growth.
Thanks and regards - kameswarao
From India, Hyderabad
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