Dear Senior,
Our company follows the rule as mentioned below
21 Days Earned Leave divided by 12 month = 1.75 days leave per month only. And no other leaves follows.
And incase there is 1 absentism every month, then this 1.75 days leave goes off ( no payment is given in absentism and neither leave is given)
Is this the right way, does any other firms follow this or this whole and sole this compnaies strategy ?
what should ask to management.?
From India, Mumbai
49Our company follows the rule as mentioned below
21 Days Earned Leave divided by 12 month = 1.75 days leave per month only. And no other leaves follows.
And incase there is 1 absentism every month, then this 1.75 days leave goes off ( no payment is given in absentism and neither leave is given)
Is this the right way, does any other firms follow this or this whole and sole this compnaies strategy ?
what should ask to management.?
From India, Mumbai
Hi, Same situation is in my company. Plz any 1 tell us wht should we do in such situation........ Regards, Suchita
From India, Pune
From India, Pune
Hi Just a small query you mean to say that if there is 1 absentism every month, then this 1.75 days leave goes off completely or .75 will be balance in leave account. Regards, Manoj Devda
Hello, Yassin, if ur company is registered in the lobour low then u must have filled the company standing order. kindly go through that, you will get ur answer. regards deepak
From India, Dehra Dun
From India, Dehra Dun
Hi Yasmeen!
I think the process followed by your company is simply ridiculous bcoz you cannot follow dual standards.
I mean if you are absent once in a month you cannot face dual punishments i.e, Loss of pay and simultaneously Leave cancellation.I also think the company is exploiting the lack of knowledge or awareness of leaves from the employees side.
My Sugesstions:
1.You can say to the management that this process is not at all followed
2.They can deduct leave from the account if you are taking single leave in a month. Also 0.75 Must be transferred to the next month as it will make difference (0.75*12=9 Leaves)
3.Can mark loss of pay in case where the leave is uniformed and if there are more than 1 leave in a month
4.Request them that bcoz of this rule employees are at loss from the both ends
Regards,
Manoj
I think the process followed by your company is simply ridiculous bcoz you cannot follow dual standards.
I mean if you are absent once in a month you cannot face dual punishments i.e, Loss of pay and simultaneously Leave cancellation.I also think the company is exploiting the lack of knowledge or awareness of leaves from the employees side.
My Sugesstions:
1.You can say to the management that this process is not at all followed
2.They can deduct leave from the account if you are taking single leave in a month. Also 0.75 Must be transferred to the next month as it will make difference (0.75*12=9 Leaves)
3.Can mark loss of pay in case where the leave is uniformed and if there are more than 1 leave in a month
4.Request them that bcoz of this rule employees are at loss from the both ends
Regards,
Manoj
Hi Yaasmeen!
I totally agree with Manoj. It's a right approach.
People are exploited, because they allow them selves to be exploited. Awareness is the first step. Negotiation is second.
All the best!
From India, Mumbai
I totally agree with Manoj. It's a right approach.
People are exploited, because they allow them selves to be exploited. Awareness is the first step. Negotiation is second.
All the best!
From India, Mumbai
Dear Yasmeen,
I would like to know the months of your service in the current organization or whether you are confirmed employee or not.
Basically the earned leaves are meant for the confirmed employee (that too on pro-data basis). So, it would be advantage if you once again go thourgh the leave policy of your organization. Any leave is calculated in respect of yearly than monthly. As per the labor law standards & company norms a certain number or % of leaves which were unused must be carry forwarded to next year.
From India, Hyderabad
I would like to know the months of your service in the current organization or whether you are confirmed employee or not.
Basically the earned leaves are meant for the confirmed employee (that too on pro-data basis). So, it would be advantage if you once again go thourgh the leave policy of your organization. Any leave is calculated in respect of yearly than monthly. As per the labor law standards & company norms a certain number or % of leaves which were unused must be carry forwarded to next year.
From India, Hyderabad
Dear All,
I fully endorse the views expressed by Shri Manoj Ji and Shri Amal Mondkar Ji. I feel that there is some confusion in the minds of the people regulating grant of leave and drawing salary in the firms where Yasmin Ji and Sucheta Ji are employed. The affected employees may meet the bosses and explain them that one day absence from duty in a month in genuine and it should be regularised as leave due and salary drawn for it as well as balance leave is to be carried forward. If leave is not granted at all and all absence treated as leave without pay and allowances, what is the purpose of 21 day PL? If the employers have some problem in understanding these, the employees may demand 12 day casual leave and 9 day PL instead. Somehow the employees' problem must be addressed to their benefit with retrospective effect.
From India, Pune
I fully endorse the views expressed by Shri Manoj Ji and Shri Amal Mondkar Ji. I feel that there is some confusion in the minds of the people regulating grant of leave and drawing salary in the firms where Yasmin Ji and Sucheta Ji are employed. The affected employees may meet the bosses and explain them that one day absence from duty in a month in genuine and it should be regularised as leave due and salary drawn for it as well as balance leave is to be carried forward. If leave is not granted at all and all absence treated as leave without pay and allowances, what is the purpose of 21 day PL? If the employers have some problem in understanding these, the employees may demand 12 day casual leave and 9 day PL instead. Somehow the employees' problem must be addressed to their benefit with retrospective effect.
From India, Pune
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