Greetings of the day!
To all seniors,
I am working in a manufacturing company as an HR Executive. I want to ask, if an employee is going to be on leave for 28 days (from 14.10.2013 to 10.11.2013), but there are only 6.5 EL days pending in his leave account, what should I do? Please guide me.
Bandna
From India, Delhi
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1To all seniors,
I am working in a manufacturing company as an HR Executive. I want to ask, if an employee is going to be on leave for 28 days (from 14.10.2013 to 10.11.2013), but there are only 6.5 EL days pending in his leave account, what should I do? Please guide me.
Bandna
From India, Delhi
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Dear Bandna,
Remaining days can be put as LOP, i.e., Loss of Pay. Only 6.5 days' salary for the month will be paid.
Alternatively, if your organization allows, he can take advance leave of the next year and make the payment accordingly.
From United Kingdom, London
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Remaining days can be put as LOP, i.e., Loss of Pay. Only 6.5 days' salary for the month will be paid.
Alternatively, if your organization allows, he can take advance leave of the next year and make the payment accordingly.
From United Kingdom, London
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You can have two options.
1) You can adjust the leave at credit against his absence, and the remaining days can be treated as leave without pay, or
2) You can calculate his leave on a prorata basis from January to September and grant the same along with leave at credit if the company's policy permits.
B. Saikumar
From India, Mumbai
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1) You can adjust the leave at credit against his absence, and the remaining days can be treated as leave without pay, or
2) You can calculate his leave on a prorata basis from January to September and grant the same along with leave at credit if the company's policy permits.
B. Saikumar
From India, Mumbai
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It has to be leave without pay,if availed leave exceeds available leave to his credit.Also, leave without pay cannot be availed by the employee without the approval of the sanctioning authority.
From India, Bokaro
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From India, Bokaro
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You can give available leaves of 6.5 as EL, and the remaining will be LOP only. Depending upon the condition of leave, the management may approve taking advance EL for the coming year on special approval; this is a practice in all industries.
Rds Ganesh
From India, Hyderabad
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Rds Ganesh
From India, Hyderabad
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Dear Bandanaji,
Learned follower MmsMnk has very rightly suggested, and I agree with his views in totality. The only thing I would like to add is that advance leave or pro-rata leave cannot be granted to any employee if the company's policies do not permit it. This would create unnecessary demand for advance leave in all such cases, making control very difficult for an HR Manager. If denied to others, this could raise questions from law enforcement agencies, to which there would be no legitimate answer.
To avoid future complications, it is best to stick to the rules and policies currently in force. We can offer help by allowing the concerned employee to take leave without pay if they choose to do so. Otherwise, leave should be categorically denied without any deviation.
Best wishes,
AK Jain
HR Personnel
NCL, CIL
From India, New+Delhi
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Learned follower MmsMnk has very rightly suggested, and I agree with his views in totality. The only thing I would like to add is that advance leave or pro-rata leave cannot be granted to any employee if the company's policies do not permit it. This would create unnecessary demand for advance leave in all such cases, making control very difficult for an HR Manager. If denied to others, this could raise questions from law enforcement agencies, to which there would be no legitimate answer.
To avoid future complications, it is best to stick to the rules and policies currently in force. We can offer help by allowing the concerned employee to take leave without pay if they choose to do so. Otherwise, leave should be categorically denied without any deviation.
Best wishes,
AK Jain
HR Personnel
NCL, CIL
From India, New+Delhi
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