Subject - Doubts about Leave policy
Dear All,
Can you tell me the appropriate leave policy for a construction company
I am HR executive working in a construction company.Actually i have designed a leave policy in jan'11 common for employees on probation and confirmed as 15 priviledge leave,5 casual,5 sick leave.but now my manager has changed it and told make it 24 leaves common yearly(Jan to Dec) i.e.no sick, no casual etc.he said every employeee can avail 2 leaves a month,i.e.as per policy 12 leaves in 6 month.and if employee has availed more than 12 leaves during haf yearly then deduct the extra leaves taken by them.Actually this has created confusion to me because then wat about those emplyees having balance leaves,wat abt encashment,carry forward leaves...M having to many doubts..Plz help.
From India
Dear All,
Can you tell me the appropriate leave policy for a construction company
I am HR executive working in a construction company.Actually i have designed a leave policy in jan'11 common for employees on probation and confirmed as 15 priviledge leave,5 casual,5 sick leave.but now my manager has changed it and told make it 24 leaves common yearly(Jan to Dec) i.e.no sick, no casual etc.he said every employeee can avail 2 leaves a month,i.e.as per policy 12 leaves in 6 month.and if employee has availed more than 12 leaves during haf yearly then deduct the extra leaves taken by them.Actually this has created confusion to me because then wat about those emplyees having balance leaves,wat abt encashment,carry forward leaves...M having to many doubts..Plz help.
From India
it cant happen in practical you go and explain to ur superiors that leave differentiaion is must
From India, Bangalore
From India, Bangalore
i suggest u that before changing the system once refer to the current company leave policy
From India, Bangalore
From India, Bangalore
Its nt possible,and it lawful also,what the leave they are eligible that is against their complication of 240 days of last year,and more than 15 p.l balance leave organization adopt the policy what they want,regarding this new policy its require modification in the standing order,i don't think its approved by the labour office.
From India, Surat
From India, Surat
Hi Poorvashan,
2 leaves a month leave policy is adopted in many organizations.
If your problem is how to implement then you can initiate this process after a period of time like w.e.f 1st Jan'12 and can communicate this to employees in advance.
Revision in the HR policies takes place and should not be a problem, apart from not allowing the leave encashment, in new policy.
Employees may not have much leave balances apart from Earned Leaves/ Privilege Leaves. You can discuss this with your manager about the settlement of these leaves. If he wants to pay off or wants to allow employees availing balance leaves.
Thanks
Rashee
From India, Delhi
22 leaves a month leave policy is adopted in many organizations.
If your problem is how to implement then you can initiate this process after a period of time like w.e.f 1st Jan'12 and can communicate this to employees in advance.
Revision in the HR policies takes place and should not be a problem, apart from not allowing the leave encashment, in new policy.
Employees may not have much leave balances apart from Earned Leaves/ Privilege Leaves. You can discuss this with your manager about the settlement of these leaves. If he wants to pay off or wants to allow employees availing balance leaves.
Thanks
Rashee
From India, Delhi
thanks,but one more thing i want to ask, that now till june’11 those who have availed more than 12 leaves, should i deduct extra’s in july;s salary?
From India
From India
I don't think that you should deduct anyone's salary because you are revising the leave policies and until you don't communicate the revised policy to the employees,their is not point of deductions. But you can adjust them from the earned leave balance. Further final decision is yours about Earned Leaves. Accordingly you can adjust on pro-rata basis but no deduction should be made.
Thanks
Rashee
From India, Delhi
Thanks
Rashee
From India, Delhi
All such policies varies from company to company ... you can do one thing just keep 24 leave per annum and track the leave of the employees and at the end of the year give encashment to the employees who are left with leave balance and deduct the salary of the employees who has use the extra leaves...Keep it simple
From India, Mumbai
From India, Mumbai
Dear Poorvashaan,
Leave cannot be claimed as a matter of right by employees. Leave policy differ from company to company. Employer has the right to change policy subject to acceptance by employee representative, amendment in standing order and approval from labour welfare department.
If you are covered under ESI and employees registered under ESI, then they can avail sick leave from ESIC. You cannot deny Maternity leave.
Don't get confused create transparency in your policies and create win win situation.
From India, Bhubaneswar
Leave cannot be claimed as a matter of right by employees. Leave policy differ from company to company. Employer has the right to change policy subject to acceptance by employee representative, amendment in standing order and approval from labour welfare department.
If you are covered under ESI and employees registered under ESI, then they can avail sick leave from ESIC. You cannot deny Maternity leave.
Don't get confused create transparency in your policies and create win win situation.
From India, Bhubaneswar
Hi Abedeen,
Correct me if I am wrong..
When the leaves are already been availed by the employees adhering the to the existing policies and their entitlement. So in case of revision in the policy can the employer deduct the salary in case of shortage of leaves.
Assuming employee would not have taken excess leaves if the change in policy would have taken place earlier.
Thanks
From India, Delhi
Correct me if I am wrong..
When the leaves are already been availed by the employees adhering the to the existing policies and their entitlement. So in case of revision in the policy can the employer deduct the salary in case of shortage of leaves.
Assuming employee would not have taken excess leaves if the change in policy would have taken place earlier.
Thanks
From India, Delhi
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Leave Policy.doc