Hello,
One of employees is asking for 10 days leave for some exam preparation. should company grant her/his leave?
If company doesn't grant the leave she is ready to resign and go on leave after resignation. But still company is not ready to grant the leave. What should company do in this case as she is not coming to the office for 10 days ?
Please help me solve this problem.
Thanks and Regards,
PoojaSS
From India, Vadodara
One of employees is asking for 10 days leave for some exam preparation. should company grant her/his leave?
If company doesn't grant the leave she is ready to resign and go on leave after resignation. But still company is not ready to grant the leave. What should company do in this case as she is not coming to the office for 10 days ?
Please help me solve this problem.
Thanks and Regards,
PoojaSS
From India, Vadodara
Hi
first thing why the company is not granting her leave for 10 days. if she have leave balance the company can always consider when its is for an genuine reason. Secondly, if the company decides not to grant her, you can always tell the proper resons to that employee which will make a better scenerio.
The company has to decide whether employees is really a need of the hour. If yes, grant her leave may be not contionously but when ever there is an exam or if the company thinks she cant make much difference then accept the resignation.
But my view in this, that employee is disperate to avail leave, if there is leave balance, you can always grant leave. The company should not stop any employee's growth/ knowledge gain. This will show the company's attitude towards an employee's prospect and create a bad impression amongst others. So think twice before you take any decision. Mutual understanding will always win.
What the company has to do?? the company can look out for an internal resources who can handle the particular role for this 10 days to avoid any backlog. managing 10 days is not a big deal for any company.
184first thing why the company is not granting her leave for 10 days. if she have leave balance the company can always consider when its is for an genuine reason. Secondly, if the company decides not to grant her, you can always tell the proper resons to that employee which will make a better scenerio.
The company has to decide whether employees is really a need of the hour. If yes, grant her leave may be not contionously but when ever there is an exam or if the company thinks she cant make much difference then accept the resignation.
But my view in this, that employee is disperate to avail leave, if there is leave balance, you can always grant leave. The company should not stop any employee's growth/ knowledge gain. This will show the company's attitude towards an employee's prospect and create a bad impression amongst others. So think twice before you take any decision. Mutual understanding will always win.
What the company has to do?? the company can look out for an internal resources who can handle the particular role for this 10 days to avoid any backlog. managing 10 days is not a big deal for any company.
Hello,
Thanks for reply. But she needs leave for exam preparation and not for exam. We always give leaves for exam. Also she doesn't have enough leave balance.
We are reluctant to grant leave as we think then everybody will come and ask for leaves for 10-15 days. and we can not grant that much leave for everyone as we are small growing firm.
Hope you understood the scenario.
Thanks,
From India, Vadodara
Thanks for reply. But she needs leave for exam preparation and not for exam. We always give leaves for exam. Also she doesn't have enough leave balance.
We are reluctant to grant leave as we think then everybody will come and ask for leaves for 10-15 days. and we can not grant that much leave for everyone as we are small growing firm.
Hope you understood the scenario.
Thanks,
From India, Vadodara
Hi
Yes what you are saying is perfectly right. In this case you can create a leave policy and circulate to all employees and try to include as much as you can and be firm in it. This will solve most of the leave problems in all company.
Yes what you are saying is perfectly right. In this case you can create a leave policy and circulate to all employees and try to include as much as you can and be firm in it. This will solve most of the leave problems in all company.
Hello Pooja,
First and foremost, in my experience, if any employee has decided to go on a leave, there is very little anyone can do anything about it. You cannot physically force an employee to attend work. Further, what is the difference in granting leave for an exam and that for preparation of an exam??? I understand that one person availing a continuous leave for 10 days can put pressure on the rest of the members in his / her team; but consider this scenario - This same employee meets with a nasty road accident!!! (pray to God this never happens) and is unavailable for work for 10 days or more, will you let go of that employee? I understand that you want to avoid setting a precedent for others but at the same time, you also need to assess whether each requirement is genuine and take it forward on a case-by-case basis. As to the question of balance leaves, I think an employee who is ready to forgo a job will certainly accept if he does not get paid for a few days of his total leaves. Hope this helps you in deciding!!!
From India, Mumbai
First and foremost, in my experience, if any employee has decided to go on a leave, there is very little anyone can do anything about it. You cannot physically force an employee to attend work. Further, what is the difference in granting leave for an exam and that for preparation of an exam??? I understand that one person availing a continuous leave for 10 days can put pressure on the rest of the members in his / her team; but consider this scenario - This same employee meets with a nasty road accident!!! (pray to God this never happens) and is unavailable for work for 10 days or more, will you let go of that employee? I understand that you want to avoid setting a precedent for others but at the same time, you also need to assess whether each requirement is genuine and take it forward on a case-by-case basis. As to the question of balance leaves, I think an employee who is ready to forgo a job will certainly accept if he does not get paid for a few days of his total leaves. Hope this helps you in deciding!!!
From India, Mumbai
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