If an employee is the job from his or her current position & the notice period is 1 month, can he/she take leave during the notice period?
For example : If a person get sick then what is the next process?
From India, Hyderabad
1For example : If a person get sick then what is the next process?
From India, Hyderabad
Dear All, Could anyone suggest that if a person is resigning the job from his current position whether he takes leave or not during that period. Regards, Sunil
From India, Hyderabad
From India, Hyderabad
Leaves during the notice period aren't permitted. Hence, it automatically becomes unscheduled leaves, if availed under unavoidable circumstances, Any leave taken during the notice period, extends the duration by the equal number of days.
Please check with the exit policy as mentioned in your employee handbook. Trust that helps.
From India, Mumbai
Please check with the exit policy as mentioned in your employee handbook. Trust that helps.
From India, Mumbai
is It Rule or company policy as we are not following this rule in my co there are person who currently serving notice period but we are allowing him/her to leave
please provide me link or material if any Rule is there or its totally depend on Exist policy as of now i am not aware of this fact
From India, Gurgaon
please provide me link or material if any Rule is there or its totally depend on Exist policy as of now i am not aware of this fact
From India, Gurgaon
Hi,
completely agreed with above statement. Leaves are not allowed during Notice period. However, you need to check your company's Separation Policy. Sometimes in unavoidable circumstances PeM has to allow leave to reportee, like illness, accidental case etc.. But never the less it is with their discretion how they would like to adjust. I mean by extending the notice period or giving employee benefit and adjusting from leave balance without notice period extension.
Hope above response will help.
From India, Delhi
completely agreed with above statement. Leaves are not allowed during Notice period. However, you need to check your company's Separation Policy. Sometimes in unavoidable circumstances PeM has to allow leave to reportee, like illness, accidental case etc.. But never the less it is with their discretion how they would like to adjust. I mean by extending the notice period or giving employee benefit and adjusting from leave balance without notice period extension.
Hope above response will help.
From India, Delhi
Dear All
I agree with all the above views; however, i wish to put them in a proper perspective; so that one understands the reason / logic behind it; rather than just following the system/procedure blindly.
Once the exit of an employee is imminent, consequent upon the acceptance of resignation; a notice period is mutually agreed upon on thee basis of the terms and conditions of employment contract.
The purpose of notice period is primarily to enable the employer to find a replacement and train him suitably to take up the assigned tasks. During this period, the presence of the outgoing employee is essential.
If an employee is absent during this period, for whatever period of time; it hampers this process; and thus a remedy needs to be devised for this.
In such a case, the employees notice period may be extended; which may jeopardize the schedules including the date of relieving; and affect both the parties.
However, in case of any exigencies; there can not be any other alternative left apart from allowing leave of absence.
Another minor reason is, by that time the leave balance positions are already communicated to Fin & Accounts, sso as to expedite the FFS amount. HR's do not particularly enjoy sending corrigendum to these.
However, in case of any exigencies; there can not be any other alternative left apart from allowing leave of absence. Making such absence as LWP may again give rise to complications as thee employee may claim he has sufficient leave balance.
Thus, it would not be proper or legally correct to say that an employee is not eligible for any leave during this period or leaves are not allowed or permitted.
However, since taking leave may put both thee employee and employer in difficulties. So it is advisable to counsel the employee accordingly and avoid grant of any leave.
Warm regards.
From India, Delhi
I agree with all the above views; however, i wish to put them in a proper perspective; so that one understands the reason / logic behind it; rather than just following the system/procedure blindly.
Once the exit of an employee is imminent, consequent upon the acceptance of resignation; a notice period is mutually agreed upon on thee basis of the terms and conditions of employment contract.
The purpose of notice period is primarily to enable the employer to find a replacement and train him suitably to take up the assigned tasks. During this period, the presence of the outgoing employee is essential.
If an employee is absent during this period, for whatever period of time; it hampers this process; and thus a remedy needs to be devised for this.
In such a case, the employees notice period may be extended; which may jeopardize the schedules including the date of relieving; and affect both the parties.
However, in case of any exigencies; there can not be any other alternative left apart from allowing leave of absence.
Another minor reason is, by that time the leave balance positions are already communicated to Fin & Accounts, sso as to expedite the FFS amount. HR's do not particularly enjoy sending corrigendum to these.
However, in case of any exigencies; there can not be any other alternative left apart from allowing leave of absence. Making such absence as LWP may again give rise to complications as thee employee may claim he has sufficient leave balance.
Thus, it would not be proper or legally correct to say that an employee is not eligible for any leave during this period or leaves are not allowed or permitted.
However, since taking leave may put both thee employee and employer in difficulties. So it is advisable to counsel the employee accordingly and avoid grant of any leave.
Warm regards.
From India, Delhi
Dear All;
Employee has given notice means he has to work for that much time. For uncontrolled, unavoidable, unforeseen circumstances the employee can ask for leave. But that much period will not be counted as his notice period. For example, if notice period is one month and after 10 days employee asks for 15 days leave then after resuming from leave employee will have to work for 20 more days. One cannot decide leave is to be granted or not. Employer can only insist on notice period working.
Vibhakar Ramtirthkar.
From India, Pune
Employee has given notice means he has to work for that much time. For uncontrolled, unavoidable, unforeseen circumstances the employee can ask for leave. But that much period will not be counted as his notice period. For example, if notice period is one month and after 10 days employee asks for 15 days leave then after resuming from leave employee will have to work for 20 more days. One cannot decide leave is to be granted or not. Employer can only insist on notice period working.
Vibhakar Ramtirthkar.
From India, Pune
Dear Sunil
Extending the Notice Period is not an advisable suggestion. If an employee takes leave with or without permission that should be treated as Loss of Pay and relieved from the the services of the organisation on completion of Notice Period. Even during the notice period employee will not contribute anything fruitful to the Organisation.
Extension of Notice period is allowed in case of any urgent pending working which is important to the organisation.
Moorthy
From India, Delhi
Extending the Notice Period is not an advisable suggestion. If an employee takes leave with or without permission that should be treated as Loss of Pay and relieved from the the services of the organisation on completion of Notice Period. Even during the notice period employee will not contribute anything fruitful to the Organisation.
Extension of Notice period is allowed in case of any urgent pending working which is important to the organisation.
Moorthy
From India, Delhi
The concept of working during notice period is basically for the purpose of Take-over of jobs from that outgoing employee. It also necessary for the organisation to take back the office equipments, documents, files and any other consequences of job.
After submission of notice for resignation employee is supposed to do his work during notice period for the above mentioned purpose.
On the other hand employers gets time to find out replacement of outgoing employee during the this notice period. Work of the organisation should not be disturbed due to resignation / departure of any employee.
Leaves during this notice period is not permissible.
However leave of casual nature for any emergency situation can be granted for single day or two.
From India, Mumbai
After submission of notice for resignation employee is supposed to do his work during notice period for the above mentioned purpose.
On the other hand employers gets time to find out replacement of outgoing employee during the this notice period. Work of the organisation should not be disturbed due to resignation / departure of any employee.
Leaves during this notice period is not permissible.
However leave of casual nature for any emergency situation can be granted for single day or two.
From India, Mumbai
Hello
i think there is no straight answer to this as the decision can be based on a number of factors. for instance if the staff is trouble some or unproductive, in order for him/her not to contaminate the other staff, he must be allowed to go away on leave as he serves notice, this way the staff is kept away from the office and his accumulated leave days are reduced such that the company does not have to pay much for unused leave days. However if the staffs role is one where handover is critical, it is imperative that the staff be cautioned against taking leave during the notice period. Finally the company policy on separation will guide you on what is expected when staff leave.
From Zambia, Lusaka
i think there is no straight answer to this as the decision can be based on a number of factors. for instance if the staff is trouble some or unproductive, in order for him/her not to contaminate the other staff, he must be allowed to go away on leave as he serves notice, this way the staff is kept away from the office and his accumulated leave days are reduced such that the company does not have to pay much for unused leave days. However if the staffs role is one where handover is critical, it is imperative that the staff be cautioned against taking leave during the notice period. Finally the company policy on separation will guide you on what is expected when staff leave.
From Zambia, Lusaka
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