A person in probation period. They asking leave for marriage, if any possible to provide leave could anyone explain me?
From India, Chennai
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From India, Chennai
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Dear Sivanandan,
A probationer is also a regular employee of the organization. The only difference is that he is kept under observation for a short period to conduct an objective assessment of his suitability for the job as well as the organization's culture. The purpose of probation is not to dismiss him but to evaluate the likelihood of his retention in the organization as a full member. However, in matters such as leave approval, management exercises discretion by restricting it to a pro-rata basis only during the probation period. Marriage is a significant event in one's life, and as such, it cannot be delayed due to the lack of leave from work. Additionally, the amount of leave required for it may exceed the leave balance he has accrued. Therefore, it is advisable to suggest that he take a Leave Without Pay (LWP), which would consequently prolong his probation period proportionately.
Thank you.
From India, Salem
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6185A probationer is also a regular employee of the organization. The only difference is that he is kept under observation for a short period to conduct an objective assessment of his suitability for the job as well as the organization's culture. The purpose of probation is not to dismiss him but to evaluate the likelihood of his retention in the organization as a full member. However, in matters such as leave approval, management exercises discretion by restricting it to a pro-rata basis only during the probation period. Marriage is a significant event in one's life, and as such, it cannot be delayed due to the lack of leave from work. Additionally, the amount of leave required for it may exceed the leave balance he has accrued. Therefore, it is advisable to suggest that he take a Leave Without Pay (LWP), which would consequently prolong his probation period proportionately.
Thank you.
From India, Salem
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Probation is a period when the employee is not confirmed in his job and can be terminated without reason, and mostly without notice. It's when the company evaluates the employee's fitness for the firm and his abilities against the requirements of the job.
Whether to grant leave is at the discretion of the management. In most companies, HR rules apply. So, if leave is requested, it's granted immediately. If not, HR assesses where and to what extent it can be granted. The amount of leave requested and its reasonableness are also factors to consider.
Additionally, many companies frown upon leave requests during probation and view them as factors for non-renewal or non-confirmation.
From India, Mumbai
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Whether to grant leave is at the discretion of the management. In most companies, HR rules apply. So, if leave is requested, it's granted immediately. If not, HR assesses where and to what extent it can be granted. The amount of leave requested and its reasonableness are also factors to consider.
Additionally, many companies frown upon leave requests during probation and view them as factors for non-renewal or non-confirmation.
From India, Mumbai
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Probation is a Permanent vacancy to be field, normally as per Act,probation should be a 3months,but now it is become practice to keep 6 months period. For leave he is eligible as per pro-rata basis.
From India, Mumbai
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From India, Mumbai
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1. Generally, the probation period is of 6 months.
2. If the employee is a probationer, it means he joined the services within 6 months only.
3. If he joined within 6 months only, then was he apprised by HR about the leave policy at the time of joining?
4. If the answer to question 3 is yes, then how did the probationer plan to get married knowing the company's leave policy?
5. If the answer to question 3 is no, then why did HR fail to inform him about the leave policy? I think it's a purely hypothetical query.
From India, Pune
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2. If the employee is a probationer, it means he joined the services within 6 months only.
3. If he joined within 6 months only, then was he apprised by HR about the leave policy at the time of joining?
4. If the answer to question 3 is yes, then how did the probationer plan to get married knowing the company's leave policy?
5. If the answer to question 3 is no, then why did HR fail to inform him about the leave policy? I think it's a purely hypothetical query.
From India, Pune
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Oh, sir. No problem. First, take the individual and his family into consideration, then focus on social activities like job, etc. Everyone knows that man is a social animal. If he has an urgent situation within the family such as marriage for himself or for his sister, there is nothing wrong with granting permission. You can extend the probation period accordingly. If he misses that batch, you can place him in another batch for training during the leave period. Okay.
From India, Nellore
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From India, Nellore
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Hi, I hope I can add on...
In our company, we provide only sick leave and emergency leaves during the probation period. Your question was a situation I came across where an employee wanted leave to attend her sister's marriage during probation for a week. I had to consider it, and those leaves were given on LOP.
Aishwarya HR
From India, Bengaluru
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In our company, we provide only sick leave and emergency leaves during the probation period. Your question was a situation I came across where an employee wanted leave to attend her sister's marriage during probation for a week. I had to consider it, and those leaves were given on LOP.
Aishwarya HR
From India, Bengaluru
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Actually, I wonder, please don't get annoyed. No spoon-feeding, please. There is a provision for the sanction of leaves on an emergency cause with the loss of pay. So, ask your problem to apply that cause. LOP applicable. His probation extended. Allow the leave suitable to you and comfortable to his family cause, and let him go. Protect his job. Make a full stop. No more queries required in this regard. This is purely your office issue. Bye.
From India, Nellore
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From India, Nellore
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Karnataka Leave.xlsx
LEAVE APPLICATION.doc