Hi Payal
It is very clear if it is mentioned in the policy you should adhere to it. As you said you availed more than 2 days leave before that so it is clear that there is no such policy.
In case if they have amended the policy the same should be conveyed to team so you have rights to take the issue to the concerned person (i.e., front office executive).
Have you got the leave approved by your immediate manager if yes, you can communicate through him.\
Coming to discussing salary part is a serious issue, first you talk to front office executive if you find no changes you should take the issue to the manager and to the MD.
From India, Bangalore
It is very clear if it is mentioned in the policy you should adhere to it. As you said you availed more than 2 days leave before that so it is clear that there is no such policy.
In case if they have amended the policy the same should be conveyed to team so you have rights to take the issue to the concerned person (i.e., front office executive).
Have you got the leave approved by your immediate manager if yes, you can communicate through him.\
Coming to discussing salary part is a serious issue, first you talk to front office executive if you find no changes you should take the issue to the manager and to the MD.
From India, Bangalore
1
Dear Payal,
It is very clear from the Leave Policy that CL needs to be taken on pro-rata basis. So I hope your salary deduction issue is solved.
For the other issue you need to talk to your HOD & then may take up the matter to your MD.
Your company seriously needs a HR person to update all policies(your leave policy effective date is 2007:O)
Wish you all the best!
From India, Mumbai
It is very clear from the Leave Policy that CL needs to be taken on pro-rata basis. So I hope your salary deduction issue is solved.
For the other issue you need to talk to your HOD & then may take up the matter to your MD.
Your company seriously needs a HR person to update all policies(your leave policy effective date is 2007:O)
Wish you all the best!
From India, Mumbai
as prer legal labour law
one can avail 1 casual leave on 45 days (including holidays) i.e on 45 days salary you receive.Minimum 7 in a year
Earned / paid / privildge 1 on 20 for only working days minimum14 in ayear
Medical leave on the gorunds of certified by medical practioner.minimum 7 in ayear
company HR /Personnel policy should not violate above these figures but they can provide more being flexible as per the rules
best regards
From India, Mumbai
one can avail 1 casual leave on 45 days (including holidays) i.e on 45 days salary you receive.Minimum 7 in a year
Earned / paid / privildge 1 on 20 for only working days minimum14 in ayear
Medical leave on the gorunds of certified by medical practioner.minimum 7 in ayear
company HR /Personnel policy should not violate above these figures but they can provide more being flexible as per the rules
best regards
From India, Mumbai
Hi Payal,
Every company follows a Leave policy, and the leaves are calculated based on the leave segregation per month based on the leave policy. So whatever the front office admin as done is correct however discussing about the salary is punishable. Just file a issue to the management.
From India, Madras
Every company follows a Leave policy, and the leaves are calculated based on the leave segregation per month based on the leave policy. So whatever the front office admin as done is correct however discussing about the salary is punishable. Just file a issue to the management.
From India, Madras
Dear Payal,
Leave rules are given in Employee handbook too. If your company does not have one then you prepare it with some basic but important rules and keep on adding. It should not take more than a month in any case to prepare a handbook which is fairly acceptable to the organisation. It will establish you as the HR person in the company, I hope you are a HR professional ?
The concept of CL is due to any unplanned reasons you may need leave sometimes(Flat tyre, strike,flu,headache etc) and so CL is not allowed more than 2 in a month and it is assumed to be availed only in case of a sudden unplanned need.
Front office as the name and designation means - an employee who does a lower level job which is never comparable to HR profession. So you can not expect a front office executive to show high level ethics and professional behaviour. You can at most implement some professionalism as a rule but people like to break rules ! So salaries as long as handled by front office will remain public affairs !
Thanks
Geeta
From Korea, Seoul
Leave rules are given in Employee handbook too. If your company does not have one then you prepare it with some basic but important rules and keep on adding. It should not take more than a month in any case to prepare a handbook which is fairly acceptable to the organisation. It will establish you as the HR person in the company, I hope you are a HR professional ?
The concept of CL is due to any unplanned reasons you may need leave sometimes(Flat tyre, strike,flu,headache etc) and so CL is not allowed more than 2 in a month and it is assumed to be availed only in case of a sudden unplanned need.
Front office as the name and designation means - an employee who does a lower level job which is never comparable to HR profession. So you can not expect a front office executive to show high level ethics and professional behaviour. You can at most implement some professionalism as a rule but people like to break rules ! So salaries as long as handled by front office will remain public affairs !
Thanks
Geeta
From Korea, Seoul
Every employee has the right to ask questions on topics concerning his own interest and it is every companies duty to answer your query.
Without hesitation, you should go and ask the concerned authority or the front office executive who is managing the leaves. Though she may not be an HR she might have the right knowledge of how to calculate the CL leaves based on the instructions given, so without blaming her clear your doubts with her upfront.
Secondly, If you have observed her discussing the salaries with her friends then first thing you should do it to warn her for doing so by referring to the policy and if she still continues the same behavior then complain about this to the HOD.
I am sure this will help.
All the best.
Regards,
Shraddha H
From India, Pune
Without hesitation, you should go and ask the concerned authority or the front office executive who is managing the leaves. Though she may not be an HR she might have the right knowledge of how to calculate the CL leaves based on the instructions given, so without blaming her clear your doubts with her upfront.
Secondly, If you have observed her discussing the salaries with her friends then first thing you should do it to warn her for doing so by referring to the policy and if she still continues the same behavior then complain about this to the HOD.
I am sure this will help.
All the best.
Regards,
Shraddha H
From India, Pune
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Why did this talented employee leave.doc
Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf