My name is Ramu, and I am working in a manufacturing unit. It's a partnership firm located in Hyderabad.
I have a small doubt. One of our workers is asking for 3 months of continuous leave. Is it allowed or not? If not allowed, kindly advise me on the leave policy.
From India, Hyderabad
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I have a small doubt. One of our workers is asking for 3 months of continuous leave. Is it allowed or not? If not allowed, kindly advise me on the leave policy.
From India, Hyderabad
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Dear Ramu,
Whether to grant a three-month-long leave or not is a decision you have to make. Before making this decision, consider the following questions:
a) Why is he asking for a three-month leave? Is the justification credible? Has he submitted any documents or certificates in support of his long leave?
b) How much leave balance does he have? Out of the three months, what portion will be Leave Without Pay (LWP)?
c) If he goes on long leave, how will you manage the work? Do you have a standby person who can take up his responsibilities?
d) Will you employ anyone temporarily to fill the vacancy caused by the long leave?
e) Above all, is he taking advantage of the situation? By taking a long leave, is he planning to work elsewhere and possibly establish himself in a new place? If he fails there, will he still consider employment at your company as guaranteed?
Thanks,
Dinesh Divekar
From India, Bangalore
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8220Whether to grant a three-month-long leave or not is a decision you have to make. Before making this decision, consider the following questions:
a) Why is he asking for a three-month leave? Is the justification credible? Has he submitted any documents or certificates in support of his long leave?
b) How much leave balance does he have? Out of the three months, what portion will be Leave Without Pay (LWP)?
c) If he goes on long leave, how will you manage the work? Do you have a standby person who can take up his responsibilities?
d) Will you employ anyone temporarily to fill the vacancy caused by the long leave?
e) Above all, is he taking advantage of the situation? By taking a long leave, is he planning to work elsewhere and possibly establish himself in a new place? If he fails there, will he still consider employment at your company as guaranteed?
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi,
Apart from the suggestion given by Mr. Dinesh, please make a decision after checking his previous history and work ethics, in addition to considering the duration of his current employment. Ensure that he is not indispensable to the company, where you would have to depend on him regardless of the situation. If he has enough available leave or at least a significant portion of it, you may consider approving his time off by asking him to take unpaid leave for the extra duration. If he decides to take the entire leave, he may or may not return, although a relieving letter can be withheld in such a situation. Ultimately, make a decision by weighing the pros and cons of the situation and ensuring you have a replacement ready.
Regards
From India, Hyderabad
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Apart from the suggestion given by Mr. Dinesh, please make a decision after checking his previous history and work ethics, in addition to considering the duration of his current employment. Ensure that he is not indispensable to the company, where you would have to depend on him regardless of the situation. If he has enough available leave or at least a significant portion of it, you may consider approving his time off by asking him to take unpaid leave for the extra duration. If he decides to take the entire leave, he may or may not return, although a relieving letter can be withheld in such a situation. Ultimately, make a decision by weighing the pros and cons of the situation and ensuring you have a replacement ready.
Regards
From India, Hyderabad
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