Dear All,
This is with respect to one of the employee going on leave for 3 weeks due to illness whereas total number of leaves constituting CL,SL and EL are 24.
May I please request if such leaves be taken as leave without pay?
Ur suggestions are truely sought.
Thnaks all n cheers
From India, Jalandhar
12This is with respect to one of the employee going on leave for 3 weeks due to illness whereas total number of leaves constituting CL,SL and EL are 24.
May I please request if such leaves be taken as leave without pay?
Ur suggestions are truely sought.
Thnaks all n cheers
From India, Jalandhar
Dear sir,
if an employee avails leaves more than what he has been provided ( say 15 EL; 4 CL & 4 SL) how will the bifurcation be alloted if he/she has availed say 30 leaves(it must be 15 all ( + 4 SL if he is sick)(no CL to be accounted for since we assume him to be taking not more than 2 CL in continuity )
in other instance if an employee is sick and joins after 3 months then will his leaves be exhausted first or he would not be provided with salary for the days he has been absent ?
thanks n rgds
From India, Jalandhar
if an employee avails leaves more than what he has been provided ( say 15 EL; 4 CL & 4 SL) how will the bifurcation be alloted if he/she has availed say 30 leaves(it must be 15 all ( + 4 SL if he is sick)(no CL to be accounted for since we assume him to be taking not more than 2 CL in continuity )
in other instance if an employee is sick and joins after 3 months then will his leaves be exhausted first or he would not be provided with salary for the days he has been absent ?
thanks n rgds
From India, Jalandhar
Dear Karthiken,
If m not wrong u r trying to say one of ur employee is on leave of 3 weeks.
Acc. to ur leave policy- CL, SL,PL-24.
My first query is, Is he eligilble for same, if he is not then u can consider it leave without pay.
OR he is eligible then u have to go through ur leave policy because anything above 24 is leave without pay as per ur policy.
and to avail such leave one has to be present for such no. of days.
then only he can avail.
but u can't club SL, CL with PL.
pls go through ur policy, try to do it as LWP.
Regards
Vipin
From India, New Delhi
If m not wrong u r trying to say one of ur employee is on leave of 3 weeks.
Acc. to ur leave policy- CL, SL,PL-24.
My first query is, Is he eligilble for same, if he is not then u can consider it leave without pay.
OR he is eligible then u have to go through ur leave policy because anything above 24 is leave without pay as per ur policy.
and to avail such leave one has to be present for such no. of days.
then only he can avail.
but u can't club SL, CL with PL.
pls go through ur policy, try to do it as LWP.
Regards
Vipin
From India, New Delhi
thnks I got the point...
it is like this...
employee is severly ill for 3 months and recupurating...
if under leave policy he avails only CL and EL(EL if applicable on him),else the leaves treated as LWP if in cases where he exhausts th esame or he is not under leave policy
thnks but beyond this... if he is taking time to join and this is suffuring organizations manufacturing or other related process and org wants someone to replace, can he be terminated from job ? if yes, are their additional benifits provided to him upon termination?
rgds
From India, Jalandhar
it is like this...
employee is severly ill for 3 months and recupurating...
if under leave policy he avails only CL and EL(EL if applicable on him),else the leaves treated as LWP if in cases where he exhausts th esame or he is not under leave policy
thnks but beyond this... if he is taking time to join and this is suffuring organizations manufacturing or other related process and org wants someone to replace, can he be terminated from job ? if yes, are their additional benifits provided to him upon termination?
rgds
From India, Jalandhar
Dear Karthike,
see in that case u can add one clause in ur leave policy or in code of conduct. if the employee is on the leave of more than six month in contunaution then he will be automatically terminated.
In this case u have to see if the employee is permanent/Regular, Ideally u should look for temparary replacement or if a employee is in probabation period, u can go ahead with termination, becoz it is not good from the viewpiont of both the party.
Pls think always about employee benefit.
Regards
Vipin
From India, New Delhi
see in that case u can add one clause in ur leave policy or in code of conduct. if the employee is on the leave of more than six month in contunaution then he will be automatically terminated.
In this case u have to see if the employee is permanent/Regular, Ideally u should look for temparary replacement or if a employee is in probabation period, u can go ahead with termination, becoz it is not good from the viewpiont of both the party.
Pls think always about employee benefit.
Regards
Vipin
From India, New Delhi
Hi!
Indeed, the company's leave policies determine what management has to do (and what exployees can expect) on various circumstances that come their way while operating and/ or running their business.
Entitlements and procedures are normally defined by each policy and a company can craft their own unique policy that is consistent with their labor laws and corporate culture.
Hence, organizations are better off when they are able to define their policies and procedures in advance. This will prevent situations of this nature that make HR and/ or management appear naive and/ or incompetent .
My company, Emilla Consulting, specializes in policy development. We have developed many policies that covers almost all facets of an organization's operations. We sell these policies and manuals at very affordable rates. Visit our site if interested: EMILLA CONSULTING |
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
Indeed, the company's leave policies determine what management has to do (and what exployees can expect) on various circumstances that come their way while operating and/ or running their business.
Entitlements and procedures are normally defined by each policy and a company can craft their own unique policy that is consistent with their labor laws and corporate culture.
Hence, organizations are better off when they are able to define their policies and procedures in advance. This will prevent situations of this nature that make HR and/ or management appear naive and/ or incompetent .
My company, Emilla Consulting, specializes in policy development. We have developed many policies that covers almost all facets of an organization's operations. We sell these policies and manuals at very affordable rates. Visit our site if interested: EMILLA CONSULTING |
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
If someone ask you, your expected salary you will quote twice the your current salary but reading your question one cannot understand what bothers you most in this.
3 weeks means 21 days...
leaves balance 24 days....
CL is granted for meeting contengiency nature without prior intimation not exceeding 3 days ...
Sick Leave is granted for sickness with certification beyond 2 days of absence....
Earned leaves are paid leaves for annual vacation or employees recreation..but restricted not to be taken in conjunction with CL or SL ...If I am not wrong as per majority of companies practices in India.....
You did not quote how many CL,SL & EL and what bother you to adjust..
Offcourse its unpaid leave if outside policy constraint...
Badlu
From Saudi Arabia
3 weeks means 21 days...
leaves balance 24 days....
CL is granted for meeting contengiency nature without prior intimation not exceeding 3 days ...
Sick Leave is granted for sickness with certification beyond 2 days of absence....
Earned leaves are paid leaves for annual vacation or employees recreation..but restricted not to be taken in conjunction with CL or SL ...If I am not wrong as per majority of companies practices in India.....
You did not quote how many CL,SL & EL and what bother you to adjust..
Offcourse its unpaid leave if outside policy constraint...
Badlu
From Saudi Arabia
hello, llaren, badlu and ravi ....thanks for the advice will surely implement and amend the existing policy to benifit and make employees clear of the same.. thnks once again
From India, Jalandhar
From India, Jalandhar
hi dear all, n addition to the above please inform if the leaves are to be considered at financial year end , how are they processed.
for ex by 25th of the month the leaves availed are consisdered for treaatment in salary so how will EL will be considered for encashment purpose. 25 th because by that time salary dept starts preocessing for salary of employess...
rgds
kart
From India, Jalandhar
for ex by 25th of the month the leaves availed are consisdered for treaatment in salary so how will EL will be considered for encashment purpose. 25 th because by that time salary dept starts preocessing for salary of employess...
rgds
kart
From India, Jalandhar
hello all,
in extension of the leave policy and slighly moving on some complicated level of same, please advice:-
if EL is 15
sL and CL are 5 each
now the employee has exhausted his/her SL and becomes sick.
now this SL will be compensated in EL (If am right).
But my query is that will the same leave (once all 5 sl are
exhausted) go into LWP or EL. ALso is employee entitled to take leave approval or leave approval has something to do with the leaves beinf trwated in LWP or EL?
Kindly advice....
thnks with rgds
From India, Jalandhar
in extension of the leave policy and slighly moving on some complicated level of same, please advice:-
if EL is 15
sL and CL are 5 each
now the employee has exhausted his/her SL and becomes sick.
now this SL will be compensated in EL (If am right).
But my query is that will the same leave (once all 5 sl are
exhausted) go into LWP or EL. ALso is employee entitled to take leave approval or leave approval has something to do with the leaves beinf trwated in LWP or EL?
Kindly advice....
thnks with rgds
From India, Jalandhar
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