Dear All,
When a company allows 21 days of leave and employees are entitled to 1.75 or 2 days of leave per month, what should the company do if employees don't take leave for say, 4 months, and then need leave for 10 days in the 5th month? Should the company grant 10 days as the employee has not taken leave entitled for 2 days per month for the first 4 months and saved it for a requirement in the 5th month? Or should the company allow only 2 days of leave as per the rule allowed per month and later reimburse the leaves deducted at the end of the financial year?
This is a tricky scenario as employees sometimes tend to take leaves like this in the beginning of the month and then take their salary and quit. Another scenario is during Ganesh Utsav where the majority of employees take leave, affecting department work. Since it's a religious company, it ends up granting leaves as per the above scenario where they save leave per month and take altogether 6-8 days.
Vaishali
From India, Bengaluru
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1When a company allows 21 days of leave and employees are entitled to 1.75 or 2 days of leave per month, what should the company do if employees don't take leave for say, 4 months, and then need leave for 10 days in the 5th month? Should the company grant 10 days as the employee has not taken leave entitled for 2 days per month for the first 4 months and saved it for a requirement in the 5th month? Or should the company allow only 2 days of leave as per the rule allowed per month and later reimburse the leaves deducted at the end of the financial year?
This is a tricky scenario as employees sometimes tend to take leaves like this in the beginning of the month and then take their salary and quit. Another scenario is during Ganesh Utsav where the majority of employees take leave, affecting department work. Since it's a religious company, it ends up granting leaves as per the above scenario where they save leave per month and take altogether 6-8 days.
Vaishali
From India, Bengaluru
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Dear Vaishali,
An employee is entitled to leave, and you cannot force them to take only 2 days off in a month with the rest being leave without pay (LWP). The leave entitlement varies based on the company policy. Some companies allow employees to use their monthly leave credits, while others credit the full balance of 21 days after completion of one year. Since you permit employees to use 21 days of leave per year on a monthly basis, you should allow them to take the applicable 7 days and the remaining would stand as LWP.
Thank you.
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An employee is entitled to leave, and you cannot force them to take only 2 days off in a month with the rest being leave without pay (LWP). The leave entitlement varies based on the company policy. Some companies allow employees to use their monthly leave credits, while others credit the full balance of 21 days after completion of one year. Since you permit employees to use 21 days of leave per year on a monthly basis, you should allow them to take the applicable 7 days and the remaining would stand as LWP.
Thank you.
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can we allow 2 days per month and deduct any additional leave taken and later reimburse for the same after end of financial year. Vaishali
From India, Bengaluru
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From India, Bengaluru
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Dear Ms. Vaishali,
"LEAVE" is generally an employment benefit granted to employees, whether industrial or otherwise, for three important purposes, namely: (1) to be away from work for a shorter duration necessitated by unforeseen circumstances like falling sick temporarily, the employee himself, or any member of his immediate family, attending some personal works for which no substitution could be employed, and the like; (2) to be away from work on certain predetermined occasions to discharge his family or social obligations; and (3) to be away from the monotony of work for the purpose of refreshment and rejuvenation for a considerable length of time, like availing of LTC.
How much leave an employee can take at a stretch, what types of leave could be combined for the purpose of a longer duration of total leave at a stretch, what specific type of leave requiring prior sanction well in advance so that alternative arrangements of the charge of the employee's post could be made, combining of holidays as a prefix and/or suffix to any spell of leave, etc., are matters to be covered by the Leave Policy of the organization. Such reasonable restrictions indicate that leave cannot be claimed as a matter of right by the employee. The employer has the discretion to grant or refuse the leave asked for based on the exigencies of work. As long as the discretion is exercised by the employer in a fair and reasonable manner, taking into account the genuineness of the purpose of leave applied for by the employee, there will be no problem.
But if the employer is obsessed with the preconceived notion that availing of leave should be as minimal as possible since the employee has the benefit of encashment of leave at the end of the year or leave should be sanctioned strictly on a pro-rata basis only, that will certainly defeat the very purpose of leave provisions in the realm of employment.
From India, Salem
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"LEAVE" is generally an employment benefit granted to employees, whether industrial or otherwise, for three important purposes, namely: (1) to be away from work for a shorter duration necessitated by unforeseen circumstances like falling sick temporarily, the employee himself, or any member of his immediate family, attending some personal works for which no substitution could be employed, and the like; (2) to be away from work on certain predetermined occasions to discharge his family or social obligations; and (3) to be away from the monotony of work for the purpose of refreshment and rejuvenation for a considerable length of time, like availing of LTC.
How much leave an employee can take at a stretch, what types of leave could be combined for the purpose of a longer duration of total leave at a stretch, what specific type of leave requiring prior sanction well in advance so that alternative arrangements of the charge of the employee's post could be made, combining of holidays as a prefix and/or suffix to any spell of leave, etc., are matters to be covered by the Leave Policy of the organization. Such reasonable restrictions indicate that leave cannot be claimed as a matter of right by the employee. The employer has the discretion to grant or refuse the leave asked for based on the exigencies of work. As long as the discretion is exercised by the employer in a fair and reasonable manner, taking into account the genuineness of the purpose of leave applied for by the employee, there will be no problem.
But if the employer is obsessed with the preconceived notion that availing of leave should be as minimal as possible since the employee has the benefit of encashment of leave at the end of the year or leave should be sanctioned strictly on a pro-rata basis only, that will certainly defeat the very purpose of leave provisions in the realm of employment.
From India, Salem
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Hi Vaishali,
For an important festival like Ganesh Utsav, everybody wants to celebrate with fervor and hence can't do much; but, here, those who want to take 10 days of leave at a stretch in a department, please grant 10 days of leave before Ganesh Utsav begins for 50% of employees & remaining employees can take their 10 days leave post Ganesh Utsav. Anyway, on Ganesh Utsav day, the entire company won't be working (except Security personnel, I believe). Make the employees aware of their responsibilities and make them also share the responsibilities of others who are on leave.
From India, New Delhi
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For an important festival like Ganesh Utsav, everybody wants to celebrate with fervor and hence can't do much; but, here, those who want to take 10 days of leave at a stretch in a department, please grant 10 days of leave before Ganesh Utsav begins for 50% of employees & remaining employees can take their 10 days leave post Ganesh Utsav. Anyway, on Ganesh Utsav day, the entire company won't be working (except Security personnel, I believe). Make the employees aware of their responsibilities and make them also share the responsibilities of others who are on leave.
From India, New Delhi
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In a real world where the company is not an MNC or IT sector, I notice employees don't consider the fact that if they are all on leave for 10 days, who will do office work. It is simply bound by the company to understand and grant them leaves, which we have been doing. The only reason why I am looking for solutions now is some take advantage of such a situation, take all leaves, and then leave for other jobs. Although I understand an employee can leave a job and look for better prospects, not serving the notice period, enjoying all leaves with a reason like a festival or any social event, and then collecting salary and leaving. That is very unfair to companies; hence, I want a fair solution for leaves if asked for more than 2 days per month.
Vaishali
From India, Bengaluru
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Vaishali
From India, Bengaluru
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It would be good if you can grant leave to an employee from the 1st month of the year or their joining date until the month of the request. For example, if leaves start in January and the employee wants leave in September, you can grant 9 CLs at a time if they haven't applied for any.
If the associate can work from home, the manager can request them to work from home in case of an emergency for 0-2 hours, not for the entire day. If working for more than this duration, it can be treated as a half working day, but the manager cannot force the employee to do so.
It would be beneficial for a company to provide leaves on a quarterly basis.
From India, Hyderabad
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If the associate can work from home, the manager can request them to work from home in case of an emergency for 0-2 hours, not for the entire day. If working for more than this duration, it can be treated as a half working day, but the manager cannot force the employee to do so.
It would be beneficial for a company to provide leaves on a quarterly basis.
From India, Hyderabad
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