Dear Seniors,
I am working in a manufacturing plant with more than 500 white-collar employees. Our management is asking us to increase the leave entitlements for Senior Managers and above, comprising approximately 8 to 10 employees. The issue with our current system is that the available leaves are quite limited. Including CL, SL, and Optional Leaves, it totals around 8 leaves, while EL stands at approximately 20 based on working days, with 8 National Holidays. Given that our company employs individuals from various parts of India, it has become challenging for them to strike a balance between work and their social lives within these leave constraints. We have been receiving numerous suggestions from employees advocating for an increase in leave allowances.
Therefore, I am contemplating whether we can extend the leave benefits solely to Senior Managers and above, without affecting the lower cadre staff. Personally, I believe that we should avoid discrimination based on job titles; if we are enhancing any benefits, we should ensure consistency across all levels.
I seek your advice on how to proceed.
With Regards,
Aakansha (HRD)
From India, Nagpur
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22I am working in a manufacturing plant with more than 500 white-collar employees. Our management is asking us to increase the leave entitlements for Senior Managers and above, comprising approximately 8 to 10 employees. The issue with our current system is that the available leaves are quite limited. Including CL, SL, and Optional Leaves, it totals around 8 leaves, while EL stands at approximately 20 based on working days, with 8 National Holidays. Given that our company employs individuals from various parts of India, it has become challenging for them to strike a balance between work and their social lives within these leave constraints. We have been receiving numerous suggestions from employees advocating for an increase in leave allowances.
Therefore, I am contemplating whether we can extend the leave benefits solely to Senior Managers and above, without affecting the lower cadre staff. Personally, I believe that we should avoid discrimination based on job titles; if we are enhancing any benefits, we should ensure consistency across all levels.
I seek your advice on how to proceed.
With Regards,
Aakansha (HRD)
From India, Nagpur
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Dear Aakansha,
You have come up with the strange post. First, let me address the number of days of leave. You have Optional Leave of 8 days and EL of 20 days. This is more than sufficient by Indian standards. Therefore, your argument that you have a very small number of days of leave for the managerial category is not necessarily valid.
Moving on to segregating senior managers and providing them with an additional quota of leave. Senior managers are given additional perks. It is a widely held view that they contribute to the company's growth through their decision-making abilities. However, granting them an additional type of leave is unheard of. I would take a rather contrary position and suggest that they should be given fewer days of leave, if not less, at least equal to others.
Let other senior members also present their views. If their perspective aligns with mine, then you may approach your "management" and inform them that you consulted a prominent HR forum and the seniors are in favor of maintaining uniform eligibility to avail of leave. While seniors may receive extra perks, they should not be granted more leave.
Last note: - Please note that there is no plural for "leave". Please write "number of days of leave".
Thanks,
Dinesh Divekar
From India, Bangalore
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You have come up with the strange post. First, let me address the number of days of leave. You have Optional Leave of 8 days and EL of 20 days. This is more than sufficient by Indian standards. Therefore, your argument that you have a very small number of days of leave for the managerial category is not necessarily valid.
Moving on to segregating senior managers and providing them with an additional quota of leave. Senior managers are given additional perks. It is a widely held view that they contribute to the company's growth through their decision-making abilities. However, granting them an additional type of leave is unheard of. I would take a rather contrary position and suggest that they should be given fewer days of leave, if not less, at least equal to others.
Let other senior members also present their views. If their perspective aligns with mine, then you may approach your "management" and inform them that you consulted a prominent HR forum and the seniors are in favor of maintaining uniform eligibility to avail of leave. While seniors may receive extra perks, they should not be granted more leave.
Last note: - Please note that there is no plural for "leave". Please write "number of days of leave".
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Divekar Sir, Thanks for valuable suggestion.Your post has increased my confidence to discuss this matter with management. Regards Aakansha(HRD)
From India, Nagpur
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From India, Nagpur
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Hi Akansha,
While I agree with all the points made by Mr. Dinesh, please note that any additional leave granted to senior management cadre may lead to demotivation among other cadre employees. I hope you will take this into consideration as well.
Regards,
R. Venugopal
From India, Chennai
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While I agree with all the points made by Mr. Dinesh, please note that any additional leave granted to senior management cadre may lead to demotivation among other cadre employees. I hope you will take this into consideration as well.
Regards,
R. Venugopal
From India, Chennai
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I second the thoughts by Mr. Divekar, Sir. The number of days of leave has to be uniform. There is nothing that the senior management will benefit from by increasing the numbers, other than some perks while encashing. Also, the current numbers as quoted by you are more than enough.
Maybe what is required is training the senior management in time management and leave management so that they can manage their work-life balance.
Regards,
From India, Mumbai
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Maybe what is required is training the senior management in time management and leave management so that they can manage their work-life balance.
Regards,
From India, Mumbai
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Well, I am in a bit of disagreement with the above comments. Senior Managers and above contribute to the profits and lead the organizations for the long term. Their decision-making and intellectual skills are assets for the company to be appreciated and retained. Whereas the lower designations work mostly according to the clock, senior positions are expected to deliver work without time constraints, often leading to excess and odd working hours.
People working with laptops and internet on the move are so mobilized that they actually feel burdened at times with the increased demands of the industry and employers. So, if your management suggests and favors this approach, it can be done with full confidence. You may later have the opportunity to extend this increased leave policy to other employees for the sake of uniformity. However, if you restrict it now, you may not know when it will be implemented in the future.
In addition, the minimum number of leaves to be extended to all categories of employees is 7 casual leaves, 7 sick leaves, and 15 earned leaves, along with 7 or 8 holidays as per state laws. Anything beyond this is considered favorable to employees and gives the impression of a healthy employer to work for. Lastly, this approach will also encourage lower-ranking employees to contribute more and advance to higher levels so they can earn the extended benefits. If someone thinks reciprocally, there will be no end to negative thoughts.
From India, New Delhi
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People working with laptops and internet on the move are so mobilized that they actually feel burdened at times with the increased demands of the industry and employers. So, if your management suggests and favors this approach, it can be done with full confidence. You may later have the opportunity to extend this increased leave policy to other employees for the sake of uniformity. However, if you restrict it now, you may not know when it will be implemented in the future.
In addition, the minimum number of leaves to be extended to all categories of employees is 7 casual leaves, 7 sick leaves, and 15 earned leaves, along with 7 or 8 holidays as per state laws. Anything beyond this is considered favorable to employees and gives the impression of a healthy employer to work for. Lastly, this approach will also encourage lower-ranking employees to contribute more and advance to higher levels so they can earn the extended benefits. If someone thinks reciprocally, there will be no end to negative thoughts.
From India, New Delhi
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It is the team who contribute towards the growth of the organization, which includes an office boy as well. As the marketing department is directly involved in generating business, we shall not give them additional facilities compared to other departments.
A school story can be recalled: "Heart says if I will stop function...".
Policy (Principle of organization) should be uniform for all staff despite grade/designation/pay scale. If we do not resist now, then different excuses may come in the future. Since suggestions are coming from employees, they can be discussed with the top management to increase the number of leave days for all staff.
From India, Bhubaneswar
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A school story can be recalled: "Heart says if I will stop function...".
Policy (Principle of organization) should be uniform for all staff despite grade/designation/pay scale. If we do not resist now, then different excuses may come in the future. Since suggestions are coming from employees, they can be discussed with the top management to increase the number of leave days for all staff.
From India, Bhubaneswar
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Dear Aakansha,
Any welfare measure or additional facility is a welcome step when it is made for all without discrimination. You need to understand this aspect in the context of your entire organization. Is your management sure that there would not be any spark off by an aggrieved section? If yes, you can do so. But I do not feel it is sacred.
In this context, Mr. Divakar has given very suitable guidance to adhere. You are also not in favor of this idea of an increase in leave for senior managers and above, which is evident from your post.
Therefore, you should put forth the ideas and views expressed by the community before your management to make a decision.
Regards
From India, Mumbai
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Any welfare measure or additional facility is a welcome step when it is made for all without discrimination. You need to understand this aspect in the context of your entire organization. Is your management sure that there would not be any spark off by an aggrieved section? If yes, you can do so. But I do not feel it is sacred.
In this context, Mr. Divakar has given very suitable guidance to adhere. You are also not in favor of this idea of an increase in leave for senior managers and above, which is evident from your post.
Therefore, you should put forth the ideas and views expressed by the community before your management to make a decision.
Regards
From India, Mumbai
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Thank you, Prabhatji and Jitendra ji, for your guidance. I have discussed this with my management, and they agreed with the concept of having uniformity in leaves for all. Thanks a lot to all seniors whose guidance helped me in solving this issue.
Regards,
Aakansha-HRD.
From India, Nagpur
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Regards,
Aakansha-HRD.
From India, Nagpur
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