Dear All,
We are an IT product development company and want to know how IT industries are taking action on Paid Leave policy. In this current pandemic conditions, all employees are working from home. In this scenario, can the employer stop crediting their Paid leaves or does the employer have to credit as per the leave policy? How is the IT industry following this?
Kindly share your comments.
Thanks & Regards,
Pourna.
From India, Hyderabad
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We are an IT product development company and want to know how IT industries are taking action on Paid Leave policy. In this current pandemic conditions, all employees are working from home. In this scenario, can the employer stop crediting their Paid leaves or does the employer have to credit as per the leave policy? How is the IT industry following this?
Kindly share your comments.
Thanks & Regards,
Pourna.
From India, Hyderabad
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Hi Pourna-s,
Instructions and SOPs issued by the central and state governments do not influence policy changes in HR management, except for encouraging work from home arrangements to the extent possible. Permitting work from home does not imply that employees can freely wander around and enjoy the comforts of their homes. Day by day, more people express a preference for working in the office, as they find it less stressful compared to working from home due to various reasons.
Therefore, I believe that elaborate policy changes in leave administration may not be necessary. Simply logging in can be considered as being 'present,' with employees staying continuously connected online. It is unnecessary to stop crediting accrued leave. In my opinion, leave administration can continue as usual. What is required is amending the 'Employees Compensation Act,' maternity leave (ML), and Employee's State Insurance Corporation (ESIC) coverage to include protection against domestic violence.
Thank you.
From India, Bangalore
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1272Instructions and SOPs issued by the central and state governments do not influence policy changes in HR management, except for encouraging work from home arrangements to the extent possible. Permitting work from home does not imply that employees can freely wander around and enjoy the comforts of their homes. Day by day, more people express a preference for working in the office, as they find it less stressful compared to working from home due to various reasons.
Therefore, I believe that elaborate policy changes in leave administration may not be necessary. Simply logging in can be considered as being 'present,' with employees staying continuously connected online. It is unnecessary to stop crediting accrued leave. In my opinion, leave administration can continue as usual. What is required is amending the 'Employees Compensation Act,' maternity leave (ML), and Employee's State Insurance Corporation (ESIC) coverage to include protection against domestic violence.
Thank you.
From India, Bangalore
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Dear Friend,
How does one differentiate between working at home and working in the office? Companies monitor IT employees who work remotely. I have been informed that IT employees demonstrate better productivity when working from home, with frequent meetings and meeting deadlines. These employees are even required to take lunch and coffee breaks, which they normally enjoy while in the office.
Therefore, your decision to stop crediting paid leave (earned leave) is uncalled for and undermines the credibility of your employees working from home during this pandemic situation. In fact, these employees deserve more incentives or credits for their enhanced productivity and timely completion of tasks to meet the needs of your clients.
Panchsen
P. Senthilkumar
Email: senprithvib6@gmail.com
9884009193
From India, Chennai
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How does one differentiate between working at home and working in the office? Companies monitor IT employees who work remotely. I have been informed that IT employees demonstrate better productivity when working from home, with frequent meetings and meeting deadlines. These employees are even required to take lunch and coffee breaks, which they normally enjoy while in the office.
Therefore, your decision to stop crediting paid leave (earned leave) is uncalled for and undermines the credibility of your employees working from home during this pandemic situation. In fact, these employees deserve more incentives or credits for their enhanced productivity and timely completion of tasks to meet the needs of your clients.
Panchsen
P. Senthilkumar
Email: senprithvib6@gmail.com
9884009193
From India, Chennai
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Dear all,
I would like to share my own experience. Our son is working in an MNC/IT Co., and he has been asked to WFH until Dec. 20. They consider the login time as attendance, and the workday sometimes extends beyond normal hours, even into midnight. Their offices are fully closed, which saves a significant amount of money on power bills, housekeeping, consumables, stationery, cafeteria, pickup & drop, meeting expenses, courtesies, and more. This situation raises the question of the necessity of revising the leave policy. Even when he needs to step out for tasks like visiting the ATM, he submits a temporary permission request stating the time duration. Similarly, he applies for leave as needed. In fact, the office should consider compensating for tea, snacks, and other employee welfare expenses that have been significantly reduced due to WFH. My spouse has noticed that our domestic expenses have doubled in the last 4 months. I suggest not revising the leave policy; after all, come December, everyone will likely return to their normal routines.
Please share your thoughts on this matter.
Thank you.
From India, Bangalore
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I would like to share my own experience. Our son is working in an MNC/IT Co., and he has been asked to WFH until Dec. 20. They consider the login time as attendance, and the workday sometimes extends beyond normal hours, even into midnight. Their offices are fully closed, which saves a significant amount of money on power bills, housekeeping, consumables, stationery, cafeteria, pickup & drop, meeting expenses, courtesies, and more. This situation raises the question of the necessity of revising the leave policy. Even when he needs to step out for tasks like visiting the ATM, he submits a temporary permission request stating the time duration. Similarly, he applies for leave as needed. In fact, the office should consider compensating for tea, snacks, and other employee welfare expenses that have been significantly reduced due to WFH. My spouse has noticed that our domestic expenses have doubled in the last 4 months. I suggest not revising the leave policy; after all, come December, everyone will likely return to their normal routines.
Please share your thoughts on this matter.
Thank you.
From India, Bangalore
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