An employee who has availed 1 month unpaid leave for the month of February because of Marriage, and Now she is asking for 15 days leave. However for the FY 13-14. she is having 12 CL as her balance. Kindly let me know, whether she will be granted 15 days Unpaid Leave or it will be deducted from her CL Balance and rest as LOP ?
From India, Kolkata
1From India, Kolkata
Hii chaitanya krishna.M
Thanks for your reply. She is working with us since Feb 2012. She took one month unpaid leave on Feb 2013. Now she is again requesting for 15 days leave . However from April 13-March 14, as per our company norms an employee is entitled for 12 CL & 12 ML throughout the year. Kindly let me know whether she will be given UNPAID LEAVE or from CL balance ? I am totally confused. Kinldy suggest.
From India, Kolkata
Thanks for your reply. She is working with us since Feb 2012. She took one month unpaid leave on Feb 2013. Now she is again requesting for 15 days leave . However from April 13-March 14, as per our company norms an employee is entitled for 12 CL & 12 ML throughout the year. Kindly let me know whether she will be given UNPAID LEAVE or from CL balance ? I am totally confused. Kinldy suggest.
From India, Kolkata
Hi Mukherjee,
Casual leaves are defined types in various organizations. Casual leave is not a recognized form of leave and is not subject to any rules made by the Government of India. Casual Leaves are essentially intended for short periods. In many companies CL will not be granted for more than 5 days at any one time, except under special circumstances.
It also depends on the leave policy of the organization, wherein they allow CL to be prefixed or suffixed with public holidays and weekly offs. When the employee herself requests for a leave without pay, then I don't think you should have a problem in that. Again I don't have much clarity in this case, in regards to the leave policy of your organization. Hence my answers have limitations.
From India, Bangalore
Casual leaves are defined types in various organizations. Casual leave is not a recognized form of leave and is not subject to any rules made by the Government of India. Casual Leaves are essentially intended for short periods. In many companies CL will not be granted for more than 5 days at any one time, except under special circumstances.
It also depends on the leave policy of the organization, wherein they allow CL to be prefixed or suffixed with public holidays and weekly offs. When the employee herself requests for a leave without pay, then I don't think you should have a problem in that. Again I don't have much clarity in this case, in regards to the leave policy of your organization. Hence my answers have limitations.
From India, Bangalore
hi
if she has not availed the last year leave , can take those leaves if your company leave policy allows.
allowing her to take this year leave ( 2013 -14), think that we are in May only. Or calculate till May accordingly u can tell her to avail and remaining days can be LOP.
thanks
devaki reddy
From India, Bangalore
if she has not availed the last year leave , can take those leaves if your company leave policy allows.
allowing her to take this year leave ( 2013 -14), think that we are in May only. Or calculate till May accordingly u can tell her to avail and remaining days can be LOP.
thanks
devaki reddy
From India, Bangalore
Dear Mukherjee,
I am sorry, in my opinion,she has to go on leave without pay for 15 days unless there are some leave due in her EL/PL account.The CL is normally granted on proportional basis during the year.
BS Kalsi
Member since Aug 2011
From India, Mumbai
I am sorry, in my opinion,she has to go on leave without pay for 15 days unless there are some leave due in her EL/PL account.The CL is normally granted on proportional basis during the year.
BS Kalsi
Member since Aug 2011
From India, Mumbai
Hi All,
For me , I belive leave is absolutely subject to matter of approval. So if an employee is giving prior intimation which
means she/he is aware of the HR policies. So, in that case help the associate with her leave balance post approval.
Thanks,
TJ
From India, Kolkata
For me , I belive leave is absolutely subject to matter of approval. So if an employee is giving prior intimation which
means she/he is aware of the HR policies. So, in that case help the associate with her leave balance post approval.
Thanks,
TJ
From India, Kolkata
It all depends on policy & service regulations designed to meet the situations in each company. Leave is not a right and needs prior permission before availing. Manager should develop professional conduct & team spirit amongst employees. But to deal with unwarranted situation, there should be rules to start disciplinary proceedings. Unapproved leave may result into break in service if so provided. So it\'s all depends on your own service regulations.
From India, Nasik
From India, Nasik
Hi Mr Mukherjee
Commending on your question is bit difficult unless the leave policy of your company is defined. As per the prevailing practice most of the company gives CL for a maximum periof of 3 days at a time. Sick Leave without medical certificate for 3 days at a time and with medical certificate whatever is available to the credit of the employee and in certain genuine cases advance SL of the next year is also given. Similarly for PL (earned Leave) a minimum of three days and maximum again depends on company to company. In your case the employee has already asked for Leave without pay and you can sanction this if her boss has no objection. Leave without pay is an approved leave and is well within the discipline of the organization and Absent is considered as an indiscipline. In nut shell as per the factories act an employee is eligible for one leave for every 20 days he/she worked and any other leaves are only depend upon the individual company policy.
regards
Balakrishnan
From India, Ahmadabad
Commending on your question is bit difficult unless the leave policy of your company is defined. As per the prevailing practice most of the company gives CL for a maximum periof of 3 days at a time. Sick Leave without medical certificate for 3 days at a time and with medical certificate whatever is available to the credit of the employee and in certain genuine cases advance SL of the next year is also given. Similarly for PL (earned Leave) a minimum of three days and maximum again depends on company to company. In your case the employee has already asked for Leave without pay and you can sanction this if her boss has no objection. Leave without pay is an approved leave and is well within the discipline of the organization and Absent is considered as an indiscipline. In nut shell as per the factories act an employee is eligible for one leave for every 20 days he/she worked and any other leaves are only depend upon the individual company policy.
regards
Balakrishnan
From India, Ahmadabad
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