Dear All,
If an employee has applied for 10 days leave and was approved by the management. After the stipulated date of completion, incase he does not report back to office. Should we would considered him as LWP / Absconding from that date so that his salary may no be generated.
Incase we show this case as LWP and if he has some leave balance suppose about 10 days on that date. From which date he will considered as LWP the date he served last in an organisation or the date his leave balance becomes nil.
Could anybody clarify the same.
Regards,
Manisha Dham
From India, New Delhi
Contributing Member
If an employee has applied for 10 days leave and was approved by the management. After the stipulated date of completion, incase he does not report back to office. Should we would considered him as LWP / Absconding from that date so that his salary may no be generated.
Incase we show this case as LWP and if he has some leave balance suppose about 10 days on that date. From which date he will considered as LWP the date he served last in an organisation or the date his leave balance becomes nil.
Could anybody clarify the same.
Regards,
Manisha Dham
From India, New Delhi
Contributing Member
Dear Manisha,
If 10 days leave had been approved by Management (With pay) then we can consider LWP after completion of 10 days.
We can issue show cause notice as a disciplinary action. Let`s see other friends opinion on this matter.
From India, Chandigarh
Contributing Member
3If 10 days leave had been approved by Management (With pay) then we can consider LWP after completion of 10 days.
We can issue show cause notice as a disciplinary action. Let`s see other friends opinion on this matter.
From India, Chandigarh
Contributing Member
Glad to meet u Dear Manisha
I would introduce my self first u because of iam new to this group. I have joined recently an organization. in the above case after 10 days we go loss of pay and also give the show cause notice as a disciplinary action.
Thank u
sreehari raju
From India, Pune
Contributing Member
I would introduce my self first u because of iam new to this group. I have joined recently an organization. in the above case after 10 days we go loss of pay and also give the show cause notice as a disciplinary action.
Thank u
sreehari raju
From India, Pune
Contributing Member
hi Runa Thanks for your response but its not clear to me can we show him LWP if an employee has some leave balance in his or her account. Regards, Manisha Dham
From India, New Delhi
Contributing Member
From India, New Delhi
Contributing Member
hi welcome u to HR group. I have got two replies , yours and one more from Runa. I have same question to u also as I asked Runa. If u could clarify the same. Regards, Manisha Dham
From India, New Delhi
Contributing Member
From India, New Delhi
Contributing Member
Hi,
Dear's
If Employee on approved leave for 10 days, and leave quota (balance) in his leave (CL/SL/EL) you should marked CL/Sl or EL only that period, after you can't marked LWP, because LWP means Leave Without Pay (the employee on leave but leave balance not in his account, so that you can marked ABSENT because you have not any approved leave application from the guy.
And you write a Registered letter to the employes,
Dear Sir,
This is to inform you that you were sanctioned leave from ../../…. to ../../…. and you were to report for duty on ../../….. But you have been absenting from your duties with effect from ../../…. to till date without information and without obtaining extra sanction of leave.
You are, therefore, directed to report for duties immediately on receipt of this letter and explain the reasons of your unauthorized absence to the satisfaction of the management.
after 10 day you can marked 2nd letter and give the reference number of 1st letter and then again to write a letter to guy and give the reference of both letter, after that you should send a final / last opportunity and the you can stop his account.
Thanks & regards
Manoj
From India, Delhi
Contributing Member
Dear's
If Employee on approved leave for 10 days, and leave quota (balance) in his leave (CL/SL/EL) you should marked CL/Sl or EL only that period, after you can't marked LWP, because LWP means Leave Without Pay (the employee on leave but leave balance not in his account, so that you can marked ABSENT because you have not any approved leave application from the guy.
And you write a Registered letter to the employes,
Dear Sir,
This is to inform you that you were sanctioned leave from ../../…. to ../../…. and you were to report for duty on ../../….. But you have been absenting from your duties with effect from ../../…. to till date without information and without obtaining extra sanction of leave.
You are, therefore, directed to report for duties immediately on receipt of this letter and explain the reasons of your unauthorized absence to the satisfaction of the management.
after 10 day you can marked 2nd letter and give the reference number of 1st letter and then again to write a letter to guy and give the reference of both letter, after that you should send a final / last opportunity and the you can stop his account.
Thanks & regards
Manoj
From India, Delhi
Contributing Member
Hi Manisha,
As per the general norms of the companies, any unauthorized leave for 7 or more contiinous days calls for a warning letter and in case the employee does not respond to the warning letter within 7 working days, then the organization reserves the right to terminate the employee (only if it is mentioned in the warning letter).
However, in case the employee was on leave for 10 days and then he did not report to the office after the completion of his leaves, then its advisable to call the employee at least once and send an email asking for the reason for this prolonged absence.
The employee must be on LWP every time he / she takes an unauthorized leave. Since any leave which is not authorized is absence and not a leave.
Thanks
From India, Faridabad
Contributing Member
As per the general norms of the companies, any unauthorized leave for 7 or more contiinous days calls for a warning letter and in case the employee does not respond to the warning letter within 7 working days, then the organization reserves the right to terminate the employee (only if it is mentioned in the warning letter).
However, in case the employee was on leave for 10 days and then he did not report to the office after the completion of his leaves, then its advisable to call the employee at least once and send an email asking for the reason for this prolonged absence.
The employee must be on LWP every time he / she takes an unauthorized leave. Since any leave which is not authorized is absence and not a leave.
Thanks
From India, Faridabad
Contributing Member
Hi Manisha,
I am extremely sorry. I haven`t seen this discussion for long time.
Firstly, make confirm with his co-workers and friends regarding any message from him for extension of leave.
If there is no message from him then give him a call to check whether he has suffering from any kind of trouble.
Thirdly, make counseling with him, when he rejoined after leave. Make sure his problem is genuine or not. If you find him honest then give approval for his leave.(If he has leave balance)
Well, I wanted to say that, if management approved his leave for 10 days then we can count his LWP after 10 days although he has balance leaves because he is not coming without giving any intimation, which affects company's work.Here you can issue show cause notice or as Sumit said give him warning letter.
Hope you understand what I mean to say. Still you have any doubt you can ask me.. :)
From India, Chandigarh
Contributing Member
I am extremely sorry. I haven`t seen this discussion for long time.
Firstly, make confirm with his co-workers and friends regarding any message from him for extension of leave.
If there is no message from him then give him a call to check whether he has suffering from any kind of trouble.
Thirdly, make counseling with him, when he rejoined after leave. Make sure his problem is genuine or not. If you find him honest then give approval for his leave.(If he has leave balance)
Well, I wanted to say that, if management approved his leave for 10 days then we can count his LWP after 10 days although he has balance leaves because he is not coming without giving any intimation, which affects company's work.Here you can issue show cause notice or as Sumit said give him warning letter.
Hope you understand what I mean to say. Still you have any doubt you can ask me.. :)
From India, Chandigarh
Contributing Member
Dear All,
if somebody is on leave with sanctin for 10 days. after which he has no cl/sl. but he has 21 days of PL with him from last yr. then can i adjust the extra leaves with these 21 days? and if i can then those 10 days whcih were sanctioned i will not cut any salary but for days over that? hence scenario is 10 days sanctioned and 5 days not sanctioned. i adjust 5 days with his old PL of 21. hence he has effectively worked only for 15 days hence salary will be calculated how?
From India, Nagpur
if somebody is on leave with sanctin for 10 days. after which he has no cl/sl. but he has 21 days of PL with him from last yr. then can i adjust the extra leaves with these 21 days? and if i can then those 10 days whcih were sanctioned i will not cut any salary but for days over that? hence scenario is 10 days sanctioned and 5 days not sanctioned. i adjust 5 days with his old PL of 21. hence he has effectively worked only for 15 days hence salary will be calculated how?
From India, Nagpur
Hi,
please let me know the absence towards if employee goes to home without any information and not report back upto one year and we have already sent three or four letter as unauthorised absence what we have to do ?
Our one employee absconding from last one year to till now we should deduct his name from muster roll or not do it.
thanks
Manoj
From India, Delhi
Contributing Member
please let me know the absence towards if employee goes to home without any information and not report back upto one year and we have already sent three or four letter as unauthorised absence what we have to do ?
Our one employee absconding from last one year to till now we should deduct his name from muster roll or not do it.
thanks
Manoj
From India, Delhi
Contributing Member
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