Hi Pratima,
I appreciate your view point, Actually we donot anticipate that many will follow this as presedent because in organization there are some exceptional circumstances where HR has to take decision in the best interest of organization. These decisions are called out-of-policy decisions. There are exception where authority is wasted to the director level to exercise such powers which no one generally abuse because no one dare to take it as right.
We take decisions within black &white approved guidelines from the managements but some decisions are situational and circumstancial which are based on judgemental approach where we ensure that interest of the organization is also be protected and its win win proposition.
If you simulteneously recruit replace her under her supervision before proceeding on leave the same may continue if your employee didnot turned up on expiry of leave.
Keep it up, you have many valid point we don't deny all but we also share our point of view which altimtely leads to healthy discussion.
Regards,
Sawant
From Saudi Arabia
13I appreciate your view point, Actually we donot anticipate that many will follow this as presedent because in organization there are some exceptional circumstances where HR has to take decision in the best interest of organization. These decisions are called out-of-policy decisions. There are exception where authority is wasted to the director level to exercise such powers which no one generally abuse because no one dare to take it as right.
We take decisions within black &white approved guidelines from the managements but some decisions are situational and circumstancial which are based on judgemental approach where we ensure that interest of the organization is also be protected and its win win proposition.
If you simulteneously recruit replace her under her supervision before proceeding on leave the same may continue if your employee didnot turned up on expiry of leave.
Keep it up, you have many valid point we don't deny all but we also share our point of view which altimtely leads to healthy discussion.
Regards,
Sawant
From Saudi Arabia
The best option from employer point is to ask her to cut down her leave by few weeks . In case she insists on 45 days leave she can go on LWP. I dont think that she should be asked to leave just on these grounds. She needs to get married and asking for a long leave is not enough reason to terminate her.
From India, Gurgaon
From India, Gurgaon
So in general u HR mean that employees should not at all take leave. And you worry that by giving more leave to one employee you fear that some other employee may demand more leave for their marriage. Thats the most funniest part of management I have heard. Better such organisations should put strict policies while recruiting and take bond from employees that they will not marry , go to honeymoon, or become parents for the period till which they are employed with the company.
Actually I feel proud of my organisation which in my emergency granted me more than 2 months of leave,, inspite of me being in an imp project, thanks to my team mates who worked the part of my job,, thanks to the NON EXISTENCE OF HR PEOPLE in my orgsn,, else i wud hav been jobless,, by now, if people like u wud hav been there,,
From India, Pune
Actually I feel proud of my organisation which in my emergency granted me more than 2 months of leave,, inspite of me being in an imp project, thanks to my team mates who worked the part of my job,, thanks to the NON EXISTENCE OF HR PEOPLE in my orgsn,, else i wud hav been jobless,, by now, if people like u wud hav been there,,
From India, Pune
Ravi,
i am really the last person who wish to talk to u. U speak no logic. U dont really have a discipline or knowledge to speak in public forum. There is always a way to put forth ur views. Better learn it.
From India, New Delhi
i am really the last person who wish to talk to u. U speak no logic. U dont really have a discipline or knowledge to speak in public forum. There is always a way to put forth ur views. Better learn it.
From India, New Delhi
I agree with Pratima. When there is not such policy for marriage in your organization, u no need to think twice. Since she has not even completed her probation, i dont think any leave balance would be there in her account. You can sacntion her heave without pay. Afterall organization is not for the interest of employees, but employees are for organization. You can go ahead with the current policy
From India, Mumbai
From India, Mumbai
Hi Pratima,
I really appreciate you. No doubt that you are valuable and precious employee of your organization. You are nowhere wrong at all.
You really have the sence of communication and, beside considering the human part, you are fully conscious of your organizational responsibilities.
Congrats!
Deepa N.T
From India, Mumbai
I really appreciate you. No doubt that you are valuable and precious employee of your organization. You are nowhere wrong at all.
You really have the sence of communication and, beside considering the human part, you are fully conscious of your organizational responsibilities.
Congrats!
Deepa N.T
From India, Mumbai
Dear All..
I feel that we all are trying our best to put the blame on the employee who has asked for the leave..bt before that I would like to post a question to the HR Exceutives of the concerned org..how effective do they think their recruitment process is..How could they miss out to get info regarding the future plans/career goals of a newly recruited employee...the employee in question has joined the org...just 5 months back and sudenly comes up with this demand..dont u think it would have made sense that the HR Executives should have taken care to ask questions regarding to the marriage and other personal goals to an employee at the time of recruitment????....at least then this situation could have then be better planned off....
newaz I think that what the HR heads now need to do is to talk to the concerned employee regarding the marriage plan..why exactly is the need for a 45
days leave because in todays busy world 45 days for marriage for a female employee seems to be a genuine request..coz we all work 9 to 9..where is the time to go shopping..to plan out financials..to attend to various rituals pre and post wedding..once the genuineness is ascertained then try to get some idea whether the employee would really be shifting abroad..or are these visa news and all fake Grapevine news..
Once the clear dialog is made then I think then only a proper decision can be taken whether to give LWP or not..or to search for replacemnt for that employee....
Regards,
Dny Pdvl
From India, Ahmadabad
I feel that we all are trying our best to put the blame on the employee who has asked for the leave..bt before that I would like to post a question to the HR Exceutives of the concerned org..how effective do they think their recruitment process is..How could they miss out to get info regarding the future plans/career goals of a newly recruited employee...the employee in question has joined the org...just 5 months back and sudenly comes up with this demand..dont u think it would have made sense that the HR Executives should have taken care to ask questions regarding to the marriage and other personal goals to an employee at the time of recruitment????....at least then this situation could have then be better planned off....
newaz I think that what the HR heads now need to do is to talk to the concerned employee regarding the marriage plan..why exactly is the need for a 45
days leave because in todays busy world 45 days for marriage for a female employee seems to be a genuine request..coz we all work 9 to 9..where is the time to go shopping..to plan out financials..to attend to various rituals pre and post wedding..once the genuineness is ascertained then try to get some idea whether the employee would really be shifting abroad..or are these visa news and all fake Grapevine news..
Once the clear dialog is made then I think then only a proper decision can be taken whether to give LWP or not..or to search for replacemnt for that employee....
Regards,
Dny Pdvl
From India, Ahmadabad
Deepa,
Thank you so much for ur support.
Dny Pdvl,
Yeah i agree with you but the thing is how many of them do you think open during the interview. During the interview process employee's main objective would be to get into the job. They will not give you any hint about their future plans even if they are aware of that. They know that getting that job would become uncertain if they blabber something like that during the interview. But i do appreciate for the given feedback
From India, New Delhi
Thank you so much for ur support.
Dny Pdvl,
Yeah i agree with you but the thing is how many of them do you think open during the interview. During the interview process employee's main objective would be to get into the job. They will not give you any hint about their future plans even if they are aware of that. They know that getting that job would become uncertain if they blabber something like that during the interview. But i do appreciate for the given feedback
From India, New Delhi
Thanx to everybody for making the topic debatable. But friends as ravi said ur employees would leave u bla bla bla......... let me tell you Ravi 45 days leave is too much. had she been a confirmed employee even then it was too much.the gal has recently joined us. Just last month she took 8 days leaves due to some college work. Now she is taking things for granted and asking for 45days leave. when i got married i took only 10 days leave.our co. is the co. of young ppl. they all would be getting married sooner or later. It means for the whole yr. few employees would come to office coz rest of the would be on leave of 45 days enjoying honeymoon.
we all talk abt humanity and all, but it should not be at the cost of organizational profit let me tell u.
do not give such statement that ur ppl would leave u soon coz if u would see the culture of my co. then u wud never find any co as liberal as we are.
once again thanx to all........very nice points & thoughts.
Lets all never forget........that
At Last only result matters
From India, Delhi
we all talk abt humanity and all, but it should not be at the cost of organizational profit let me tell u.
do not give such statement that ur ppl would leave u soon coz if u would see the culture of my co. then u wud never find any co as liberal as we are.
once again thanx to all........very nice points & thoughts.
Lets all never forget........that
At Last only result matters
From India, Delhi
Ravi let me make u understand. suppose u have started a new co. u hired few ppl & started the journey. U worked hard with ur team & bagged few proj. in first yr. In second yr. u hired 5 employees to execute a project. now u can not afford any of the employee of this proj. take so many leaves at the initial stage of project coz presence of all 5 is highly required reson being it is a shift job. now if even a single person goes on leave so others will have to do over time. For few days project members can adjust but for 45 days would not be feasible even biologically. Now the employee is new jonee. In second month she took 8 days leave. In 7 month she wants to take 45 days leave.
points to be noted:
1) Its a new small firm of 43 ppl
2) Only 5 days working (MNC Culture)
On that u are asking for 45 days leave.
This firm is like a small baby who needs lots of care. When a mother gives a birth to child she keeps awaken day & night so cant we scarifies few comforts.
Here we are not asking the employee for not taking leave. But it should not be more than 10 to 15days. Even big companies do not allow employees to take so many leaves.
From India, Delhi
points to be noted:
1) Its a new small firm of 43 ppl
2) Only 5 days working (MNC Culture)
On that u are asking for 45 days leave.
This firm is like a small baby who needs lots of care. When a mother gives a birth to child she keeps awaken day & night so cant we scarifies few comforts.
Here we are not asking the employee for not taking leave. But it should not be more than 10 to 15days. Even big companies do not allow employees to take so many leaves.
From India, Delhi
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