Hi Riji,
You cannot deduct LOP when he has leave in his credit. Leave qoutas are given so that employees are not treated as machines and gets time to attend his personal issues so that they do not carry it to work. Your company has credited EL,PL and SL to employees, now its upon them for which reason they are availing which of the leaves. You can regulate the leaves taken by them but not whether they take SL when they are not sick or CL when they are sick. If the management has given him consent to take leave on a particular day, how does it matter if he avails it under SL, PL or EL. If he has exhausted all the leave quotas, then of course you can deduct LOP, which even the person taking leave is aware of and is ready to bear.
You cannot ask him to submit medical certificate for one day’s leave. People may not be able to work when they have cough, cold, headache etc.. but surely they need not always go to doctor for this minor ailment. Asking for medical certificate for one day’s sickness would only encourage fake certificates. But if by any chance, it is clearly mentioned in the company policy that medical certificate is necessary for one day’s SL also, then the case is different.
I read few comments that giving SL when an employee is not actually sick, would encourage wrong practices. But just think practically, are you sure that all the employees who had taken SL before were actually sick. This guy tells you that he was not sick, so you deduct his LOP when he has his SL quota pending. Those who lied they were sick, got SL approved and you would deduct LOP for one who is honest? Wouldn’t this encourage employees to lie and avail SL? Wouldn’t this guy lie next time that he is not well and avail his pending SL quota? Wouldn’t this end up into a situation where in employees are dissatisfied and grumble against company and at the same time company will have to avail their SL?
Regards
seena
You cannot deduct LOP when he has leave in his credit. Leave qoutas are given so that employees are not treated as machines and gets time to attend his personal issues so that they do not carry it to work. Your company has credited EL,PL and SL to employees, now its upon them for which reason they are availing which of the leaves. You can regulate the leaves taken by them but not whether they take SL when they are not sick or CL when they are sick. If the management has given him consent to take leave on a particular day, how does it matter if he avails it under SL, PL or EL. If he has exhausted all the leave quotas, then of course you can deduct LOP, which even the person taking leave is aware of and is ready to bear.
You cannot ask him to submit medical certificate for one day’s leave. People may not be able to work when they have cough, cold, headache etc.. but surely they need not always go to doctor for this minor ailment. Asking for medical certificate for one day’s sickness would only encourage fake certificates. But if by any chance, it is clearly mentioned in the company policy that medical certificate is necessary for one day’s SL also, then the case is different.
I read few comments that giving SL when an employee is not actually sick, would encourage wrong practices. But just think practically, are you sure that all the employees who had taken SL before were actually sick. This guy tells you that he was not sick, so you deduct his LOP when he has his SL quota pending. Those who lied they were sick, got SL approved and you would deduct LOP for one who is honest? Wouldn’t this encourage employees to lie and avail SL? Wouldn’t this guy lie next time that he is not well and avail his pending SL quota? Wouldn’t this end up into a situation where in employees are dissatisfied and grumble against company and at the same time company will have to avail their SL?
Regards
seena
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