Good day everyone.
I'm currently creating a proposal to convert to cash the
unused leaves (Vacation and Sick leaves) at the end of the year.
The current company policy will only carry-over unused
leaves to the following year. But I'm seeing a rise in a number
of "unnecessary" availment of leaves among our employees,
which created an increase in lost man hours.
I want to know the pros and cons of converting unused
leaves to cash at the end of the year. Will this help in
reducing the number of "unnecessary" request for leaves?
If you have already a proposal for this, may I request for a copy.
From United States, Duluth
I'm currently creating a proposal to convert to cash the
unused leaves (Vacation and Sick leaves) at the end of the year.
The current company policy will only carry-over unused
leaves to the following year. But I'm seeing a rise in a number
of "unnecessary" availment of leaves among our employees,
which created an increase in lost man hours.
I want to know the pros and cons of converting unused
leaves to cash at the end of the year. Will this help in
reducing the number of "unnecessary" request for leaves?
If you have already a proposal for this, may I request for a copy.
From United States, Duluth
If you find that absenteeism is very high due to non encashable leaves, you can go for leave encashment policy. It will be appreciated if you make a cut off, say 50% or even 75% shall be encashed and the remaining would be carried forward so that leave on loss of pay could also be reduced.
Regards,
Madhu.T.K
From India, Kannur
4241Regards,
Madhu.T.K
From India, Kannur
Thanks for your reply.
I'm still in the process of creating a proposal for this policy, and
I need the pros to justify this new policy. I will be submitting
this proposal to higher management and I'm sure they will be looking
for the cost-benefit analysis for this policy.
From United States, Duluth
I'm still in the process of creating a proposal for this policy, and
I need the pros to justify this new policy. I will be submitting
this proposal to higher management and I'm sure they will be looking
for the cost-benefit analysis for this policy.
From United States, Duluth
Your forum has been most informative. Now, I would like to ask is how could I compute for
an employee's incentive leave if he's eligible only by December? Obviously, he cannot consume all leave for that month.. so how do I go about the computation and how many leaves can he avail for December only since by January of the next year, there will be a new set of leaves again. Thank you.
From Philippines, Quezon City
an employee's incentive leave if he's eligible only by December? Obviously, he cannot consume all leave for that month.. so how do I go about the computation and how many leaves can he avail for December only since by January of the next year, there will be a new set of leaves again. Thank you.
From Philippines, Quezon City
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