Hi,
I have been an employee of my current organization for 11.5 months. My leave balance shows 13 Casual Leaves, 3 Sick leaves, and 9 Earned Leaves (this I cannot avail right now as I am on probation period). I will become a permanent employee in 15 days. The problem is, right now our company does not have any HR person. All the attendance/leave issues are handled by the front office executive. I had taken a leave of 6 days in May. Suddenly, I see that 4 days' pay has been cut from my salary. They say there is a company policy that an employee cannot avail more than 2 casual leaves in a month. Is this possible?
I have been asked to fill in the leave card. What should I do about that? Please help me out with this at the earliest.
Also, one more concern that I have is, the front office executive who is handling HR issues is not good. She has access to all employee files, and I have heard her discuss the salary of other employees with her friends in the office. Is this fair? This bothers me as it is not professional behavior. Please advise on what should be done in the matter. The company does not seem too inclined to hire an HR manager due to financial problems, and I don't want to get in the bad books of the MD or GM of the company by complaining straight away. Please advise on a proper course of action. Thanks!
From India, Calcutta
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1I have been an employee of my current organization for 11.5 months. My leave balance shows 13 Casual Leaves, 3 Sick leaves, and 9 Earned Leaves (this I cannot avail right now as I am on probation period). I will become a permanent employee in 15 days. The problem is, right now our company does not have any HR person. All the attendance/leave issues are handled by the front office executive. I had taken a leave of 6 days in May. Suddenly, I see that 4 days' pay has been cut from my salary. They say there is a company policy that an employee cannot avail more than 2 casual leaves in a month. Is this possible?
I have been asked to fill in the leave card. What should I do about that? Please help me out with this at the earliest.
Also, one more concern that I have is, the front office executive who is handling HR issues is not good. She has access to all employee files, and I have heard her discuss the salary of other employees with her friends in the office. Is this fair? This bothers me as it is not professional behavior. Please advise on what should be done in the matter. The company does not seem too inclined to hire an HR manager due to financial problems, and I don't want to get in the bad books of the MD or GM of the company by complaining straight away. Please advise on a proper course of action. Thanks!
From India, Calcutta
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But earlier there was no such rule in the company. I have availed more than 2 CLs before. Doesn’t this have to be conveyed as company policy? or is it mentioned in the Factory Act?
From India, Calcutta
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From India, Calcutta
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Hi Payal,
I have seen some companies following the trend of pay cut if CL surpasses the maximum permissible, i.e., 2 in your case. They normally do it, saying that what if an employee avails all the leaves on a paid basis in a month or so and then leaves the organization. However, some companies don't follow it.
As far as the discussion of your salary is concerned, please make sure that you have witnessed it and your allegation is right. If this is actually being done, then please observe your company environment. Even though you are justified in questioning it, I suggest assessing the company environment to understand how seriously your company takes it. Then, go ahead and tell your MD or GM politely about what's happening in the office by saying, "I just wanted to discuss something that was making me feel uncomfortable."
All the best
From India, Chandigarh
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I have seen some companies following the trend of pay cut if CL surpasses the maximum permissible, i.e., 2 in your case. They normally do it, saying that what if an employee avails all the leaves on a paid basis in a month or so and then leaves the organization. However, some companies don't follow it.
As far as the discussion of your salary is concerned, please make sure that you have witnessed it and your allegation is right. If this is actually being done, then please observe your company environment. Even though you are justified in questioning it, I suggest assessing the company environment to understand how seriously your company takes it. Then, go ahead and tell your MD or GM politely about what's happening in the office by saying, "I just wanted to discuss something that was making me feel uncomfortable."
All the best
From India, Chandigarh
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Hi Neha,
Thanks for the reply. I am very sure about the salary discussion as I have heard it myself. I can take a chance by talking to the MD as he is more professional in his approach. The GM does not give importance to professionalism and might turn this into a casual matter. I really feel that an HR manager is important even if the number of employees is less.
From India, Calcutta
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Thanks for the reply. I am very sure about the salary discussion as I have heard it myself. I can take a chance by talking to the MD as he is more professional in his approach. The GM does not give importance to professionalism and might turn this into a casual matter. I really feel that an HR manager is important even if the number of employees is less.
From India, Calcutta
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I agree with you, Payal, that having an HR person is necessary. However, as you mentioned, finances create a problem. So, it's better if they hire an executive, or even if the front office executive is handling it, she should at least be ethical. You have a strong point, so go ahead and talk to the Managing Director. State your point not as a complaint against her but as a concern for the organization in a polite manner. All the best.
From India, Chandigarh
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From India, Chandigarh
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Payal,
The company may have inherent rules regarding the number of CL's allowed in a month, but the important point is that this information must be communicated to employees when they join. If leave is requested in advance, i.e., before taking the leave, the employee should receive a response indicating whether it has been fully or partially sanctioned.
When it comes to discussing salary, it should be brought to the attention of upper management. You should also inform upper management about your planned leaves and convey that there is a need for a more effective system for leave approval.
From China, Leizhou
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The company may have inherent rules regarding the number of CL's allowed in a month, but the important point is that this information must be communicated to employees when they join. If leave is requested in advance, i.e., before taking the leave, the employee should receive a response indicating whether it has been fully or partially sanctioned.
When it comes to discussing salary, it should be brought to the attention of upper management. You should also inform upper management about your planned leaves and convey that there is a need for a more effective system for leave approval.
From China, Leizhou
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Dear Payal,
If the policy was explained to you at the time of joining, then you have to adhere to it. Secondly, salary is confidential; hence, discussing the same with the executive is not right. Try talking to the executive - maybe he/she does not know, and you addressing it directly to them would help.
From India, New Delhi
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If the policy was explained to you at the time of joining, then you have to adhere to it. Secondly, salary is confidential; hence, discussing the same with the executive is not right. Try talking to the executive - maybe he/she does not know, and you addressing it directly to them would help.
From India, New Delhi
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Payal,
Please check your leave policy. It totally depends on the company's leave policy. If they have documented it in their leave policy, then they are right. Otherwise, you are eligible to avail your available leaves.
Regards,
Amit Seth.
From India, Ahmadabad
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Please check your leave policy. It totally depends on the company's leave policy. If they have documented it in their leave policy, then they are right. Otherwise, you are eligible to avail your available leaves.
Regards,
Amit Seth.
From India, Ahmadabad
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Dear Payal,
It's nice to hear that you are working with the same organization for 11.5 months, and in another 15 days, you are going to become a permanent employee of your present organization.
I congratulate you first for successfully completing your one-year service with your present organization.
It's better to review first your company's leave policy, then you can come to a conclusion. If your company is giving you 13 days of leave as CL, and these leaves are given to you at a time to utilize in the present assessment year, then you have all the right to utilize the 4 days of leave you applied for, and your company has no right to say that you cannot take more than 2 days of leave in any month. If your company has specified that you are supposed to take only two days of leave as CL, then you have no chance to discuss the same.
Regarding the HR Manager, as you said that your company is facing financial crises, it's better to hire an Executive who has experience of about 2-3 years as a Generalist so that he/she can take total responsibility for employees' issues.
In the same context, you were discussing the FOE who is handling all employee records and misusing employee information. It's better to discuss with your higher official first and escalate the issue. If nothing happens, you can take it to your MD and share your information with him about the FOE. At the same time, you can suggest hiring an HR who can manage all processes in the organization.
In presenting the issue in front of your MD, he should make decisions keeping employees' benefits in mind and act accordingly.
All the very best, and have a great day.
From India, Hyderabad
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It's nice to hear that you are working with the same organization for 11.5 months, and in another 15 days, you are going to become a permanent employee of your present organization.
I congratulate you first for successfully completing your one-year service with your present organization.
It's better to review first your company's leave policy, then you can come to a conclusion. If your company is giving you 13 days of leave as CL, and these leaves are given to you at a time to utilize in the present assessment year, then you have all the right to utilize the 4 days of leave you applied for, and your company has no right to say that you cannot take more than 2 days of leave in any month. If your company has specified that you are supposed to take only two days of leave as CL, then you have no chance to discuss the same.
Regarding the HR Manager, as you said that your company is facing financial crises, it's better to hire an Executive who has experience of about 2-3 years as a Generalist so that he/she can take total responsibility for employees' issues.
In the same context, you were discussing the FOE who is handling all employee records and misusing employee information. It's better to discuss with your higher official first and escalate the issue. If nothing happens, you can take it to your MD and share your information with him about the FOE. At the same time, you can suggest hiring an HR who can manage all processes in the organization.
In presenting the issue in front of your MD, he should make decisions keeping employees' benefits in mind and act accordingly.
All the very best, and have a great day.
From India, Hyderabad
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Thanks a lot for all the replies. I have had a look at the leave rules and this is what it says:
All leaves should preferably be pre sanctioned by controlling Authority. The following guidelines should be adhered to by all the employees-
Medical Leave – Should be availed in emergencies only with intimation. More than 2 days leave at one stretch will require medical certificate. It can be accumulated up to 70 days, beyond which it may be lapsed and will not get encashed.
Casual Leave – Should preferably be pre – sanctioned. The balance leaves at the end of the calendar year will automatically be encashed.This should be availed on pro data basis during the year.
Earned Leave – To be availed only when it is earned. This can be accumulated up to 150 days. 50% of the outstanding E/L can be encashed any time. Entire E/L outstanding on the individual will get encashed at the time of retirement/separation.
Two kinds of leaves cannot be mixed in one stretch. However, EL+ SL may be considered in case of requirement by an individual on medical ground.
Off days falling within the leave period will be taken as Leave, except in case of CL.
Unsanctioned leave will be considered as Leave without Pay.
This issues with the approval of competent authority.
This will come into effect from 1.4.07
I had not applied for the 4 days leave as it was an emergency for which i had left from office after informing the MD and VP. For the other 3 days i had called the VP and informed him of the situation. They were all aware of this. For the other 2 days of leave that i took later in the month, i had applied before hand and it was granted by my boss.
From India, Calcutta
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All leaves should preferably be pre sanctioned by controlling Authority. The following guidelines should be adhered to by all the employees-
Medical Leave – Should be availed in emergencies only with intimation. More than 2 days leave at one stretch will require medical certificate. It can be accumulated up to 70 days, beyond which it may be lapsed and will not get encashed.
Casual Leave – Should preferably be pre – sanctioned. The balance leaves at the end of the calendar year will automatically be encashed.This should be availed on pro data basis during the year.
Earned Leave – To be availed only when it is earned. This can be accumulated up to 150 days. 50% of the outstanding E/L can be encashed any time. Entire E/L outstanding on the individual will get encashed at the time of retirement/separation.
Two kinds of leaves cannot be mixed in one stretch. However, EL+ SL may be considered in case of requirement by an individual on medical ground.
Off days falling within the leave period will be taken as Leave, except in case of CL.
Unsanctioned leave will be considered as Leave without Pay.
This issues with the approval of competent authority.
This will come into effect from 1.4.07
I had not applied for the 4 days leave as it was an emergency for which i had left from office after informing the MD and VP. For the other 3 days i had called the VP and informed him of the situation. They were all aware of this. For the other 2 days of leave that i took later in the month, i had applied before hand and it was granted by my boss.
From India, Calcutta
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