Hi,
Thank you very much for your great effort in finding the relevant laws. It's not for my delivery. My daughter delivered. I took pre-approved leave for 2 months initially, and then I sent an email for its extension (for one more month). Now I received a letter with allegations and an 'offer' of termination. I am requesting loss of pay leave for one more month. How can I protect my job and also get the leaves?
The attachments you sent seem to be related to one's own delivery, I assume.
Thank you for your efforts.
With regards,
Rashmi.
From India, Bangalore
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1Thank you very much for your great effort in finding the relevant laws. It's not for my delivery. My daughter delivered. I took pre-approved leave for 2 months initially, and then I sent an email for its extension (for one more month). Now I received a letter with allegations and an 'offer' of termination. I am requesting loss of pay leave for one more month. How can I protect my job and also get the leaves?
The attachments you sent seem to be related to one's own delivery, I assume.
Thank you for your efforts.
With regards,
Rashmi.
From India, Bangalore
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Hi, This is not the case of maternity. My daughter delivered and not me. Is there any resolution? Regards, Rashmi
From India, Bangalore
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From India, Bangalore
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Sir,
You have assessed correctly. Initial leave was approved for 2 months. Then I sent via mail for an extension (for 1 month - stating that my daughter and grandson need more care for another month). Then I received a reply stating that my leave extension application was not considered, and therefore, a notice was issued asking why I should not be terminated from service.
I need your advice on how to address this situation as I genuinely require unpaid leave for a month. Is there any provision of the law that can support me in this matter?
Many regards for your concern and advice.
Thanks,
Rashmi
From India, Bangalore
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You have assessed correctly. Initial leave was approved for 2 months. Then I sent via mail for an extension (for 1 month - stating that my daughter and grandson need more care for another month). Then I received a reply stating that my leave extension application was not considered, and therefore, a notice was issued asking why I should not be terminated from service.
I need your advice on how to address this situation as I genuinely require unpaid leave for a month. Is there any provision of the law that can support me in this matter?
Many regards for your concern and advice.
Thanks,
Rashmi
From India, Bangalore
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Dear Sir,
Thank you very much. Your assumption of the fact is almost correct.
Initially, I applied for a 2-month leave (without pay), which was sanctioned. After the end of the second month, I applied for an extension for one more month. However, my second leave application was rejected, and the management made additional allegations, questioning why I should not be suspended.
I respect your reasoning, and I believe the only option available is to request them to reconsider.
Thank you for your help in clarifying.
Grateful to you.
Regards,
Rashmi
From India, Bangalore
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Thank you very much. Your assumption of the fact is almost correct.
Initially, I applied for a 2-month leave (without pay), which was sanctioned. After the end of the second month, I applied for an extension for one more month. However, my second leave application was rejected, and the management made additional allegations, questioning why I should not be suspended.
I respect your reasoning, and I believe the only option available is to request them to reconsider.
Thank you for your help in clarifying.
Grateful to you.
Regards,
Rashmi
From India, Bangalore
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Since you have been asked for an explanation through a show cause notice "why you should not be terminated", you can explain your genuine reason which FORCED YOU to go a month long WITHOUT PAY. Request them to reconsider your case and make sure from your side such things will not repeat.
A month-long leave without any sanction will always be considered an indisciplinary act from an employee. If you had convinced your employer of the genuineness of this leave, it would have been sanctioned, and this situation would not have arisen. All the best for getting reinstated to your employment.
Suresh
From India, Pune
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A month-long leave without any sanction will always be considered an indisciplinary act from an employee. If you had convinced your employer of the genuineness of this leave, it would have been sanctioned, and this situation would not have arisen. All the best for getting reinstated to your employment.
Suresh
From India, Pune
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Dear Suresh,
Thank you very much for your advice. It's really helpful. I will ensure that my genuine reason is accepted by the employer.
@ Praveen, I am reiterating, my daughter delivered and not me!
With kind regards,
From India, Bangalore
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Thank you very much for your advice. It's really helpful. I will ensure that my genuine reason is accepted by the employer.
@ Praveen, I am reiterating, my daughter delivered and not me!
With kind regards,
From India, Bangalore
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Submissiveness through an application for forgiveness with a clear mention of your compelling grounds for the extension of leave would be far better to satisfy the management than to adopt any aggressive or legal recourse. So, you may better join your duty and get the leave duly sanctioned if you still need more leave to help your daughter at this juncture of taking tender care of the newborn baby.
From India, Delhi
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From India, Delhi
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Request and plead with all humbleness. If you had been there for long, they will oblige. They will even tell you that they would take you on as a new employee. Accept and join. You alone know how important the job is to you. Fighting will not help you with small private hospitals.
If they have just issued a letter asking for an explanation, then it is not termination. You can report for work and give an explanation, pleading guilty and requesting them to condone your absence. I am sure they will oblige.
Sivasankaran
From India, Chennai
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If they have just issued a letter asking for an explanation, then it is not termination. You can report for work and give an explanation, pleading guilty and requesting them to condone your absence. I am sure they will oblige.
Sivasankaran
From India, Chennai
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