Above mentioned all the suggestion are very useful.If any one have more suggestion,please advise me....
From India, Surat
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3From India, Surat
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Hi everyone,
Even I have taken 40 days of long leave for my marriage, pretending to be an outstation employee. There are also a lot of pre and post-marriage rituals. However, it was my first long leave in 3 years (30 EL pending). Besides that, I am always available by phone and email.
The point is, one should not generalize any situation. You should review the employee's leave record, and there is always the option of LOP.
From India, Lucknow
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Even I have taken 40 days of long leave for my marriage, pretending to be an outstation employee. There are also a lot of pre and post-marriage rituals. However, it was my first long leave in 3 years (30 EL pending). Besides that, I am always available by phone and email.
The point is, one should not generalize any situation. You should review the employee's leave record, and there is always the option of LOP.
From India, Lucknow
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The advice can be given considering many things like leave balance, support for her to arrange her marriage, her native place, if resources are available to take care of her duties, and last but not least, how leave is applied - whether it is applied as a right or as a request. Please consider all these things and decide.
From India, Bhiwani
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From India, Bhiwani
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Dear Ankita,
I would suggest convincing her to take partial leaves at intervals of a week if possible, especially if she is such an important employee in the company (for example, taking 20 leaves - then returning for a week - and then taking the rest of the leaves). Additionally, if her supervisors have approved it, there is no reason to be concerned.
Thanks,
A
From India, Mumbai
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I would suggest convincing her to take partial leaves at intervals of a week if possible, especially if she is such an important employee in the company (for example, taking 20 leaves - then returning for a week - and then taking the rest of the leaves). Additionally, if her supervisors have approved it, there is no reason to be concerned.
Thanks,
A
From India, Mumbai
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Granting 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 the 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 a little more comprehensive to take care of these situations. Basically, leave is not a right of the employee unless it is sanctioned by management. Hence, management can decline leave if it is not convinced about the purpose of the leave. However, this is not that easy taking into account the nature of the industry, especially in IT where a company cannot lose the talent of an employee. So, the leave policy should take care of this by providing incentives for not taking bulk leave like this. Incentives can be in the form of accumulation of leaves/unlimited or up to a good number like 300 or so, provisions for encashment, yearly, at the end of service, etc. Attendance incentive is another factor. Also, physical attendance may be linked to variable pays with more weightage in performance appraisals and promotion/career plans.
From India, Bangalore
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From India, Bangalore
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Why did this talented employee leave.doc
Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf