Hi..
Can you please let me know about the policy of Sick leaves in ITES Industry?
How can we make sure that these are not misused? What are the actions taken?
What is the market trend? ? :?:
Pls provide this info as i need this on an urgent basis.
From United States, Midland
Can you please let me know about the policy of Sick leaves in ITES Industry?
How can we make sure that these are not misused? What are the actions taken?
What is the market trend? ? :?:
Pls provide this info as i need this on an urgent basis.
From United States, Midland
Hi Sonu ,
Sick leave is only applicable post confirmation ( policy varies from orgn to orgn ) , total S.L's are 7 in a year .
Actions taken if they exhaust s.l's or they dont have till confirmation is
LWP ( leave without pay ) as the industry dynamics are diffrent and it has to forecast manpower staffing daily
Following are the other action taken in case the employee is sick beyond 3 days :
Disciplinary Action Sheet
Employee Name: Employee Title:
Manager Name: Manager Title:
Today¡¦s Date: Incident Location
Policies Violated:
Description of the incident that occurred:
__________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ ____________
Disciplinary action to be taken: (circle appropriate category)
„N Verbal „N Written „N Suspension „N Other (if so, please explain below)
__________________________________________________ __________________________________________________ __________________________________________________ ____
__________________________________________________ ___________________________
Consequences of repeat offences:
__________________________________________________ ___________________________
__________________________________________________ ___________________________
__________________________________________________ ___________________________
__________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ _______________________________
Employee explanation: (if provided)
__________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ ____________
I acknowledge that I have read and understand the above information and consequences.
_________________________ _______________
Employee Signature Date
_________________________ _______________
Supervisor Signature Date
Hope this might be of assistance
regards
M.T
1Sick leave is only applicable post confirmation ( policy varies from orgn to orgn ) , total S.L's are 7 in a year .
Actions taken if they exhaust s.l's or they dont have till confirmation is
LWP ( leave without pay ) as the industry dynamics are diffrent and it has to forecast manpower staffing daily
Following are the other action taken in case the employee is sick beyond 3 days :
Disciplinary Action Sheet
Employee Name: Employee Title:
Manager Name: Manager Title:
Today¡¦s Date: Incident Location
Policies Violated:
Description of the incident that occurred:
__________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ ____________
Disciplinary action to be taken: (circle appropriate category)
„N Verbal „N Written „N Suspension „N Other (if so, please explain below)
__________________________________________________ __________________________________________________ __________________________________________________ ____
__________________________________________________ ___________________________
Consequences of repeat offences:
__________________________________________________ ___________________________
__________________________________________________ ___________________________
__________________________________________________ ___________________________
__________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ _______________________________
Employee explanation: (if provided)
__________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ __________________________________________________ ____________
I acknowledge that I have read and understand the above information and consequences.
_________________________ _______________
Employee Signature Date
_________________________ _______________
Supervisor Signature Date
Hope this might be of assistance
regards
M.T
Hi all, Have a doubt with regard to SLs. Should weekly or other holidays intervening the period of sick leave be counted as part of the leave? pls clarify.
This depends on company to company...however in my previous organization we had the intervening holidays counted too
for eg:
Friday - SL
Sat - Holiday
sun- Holiday
Mon - SL
In the books it showed 4 SL....
however if compensatory off is taken on a friday or a monday then u are liable only for 1 SL..
However check with the HR Manager or the management and accordingly plan ur leaves...:wink:
From India, Mumbai
for eg:
Friday - SL
Sat - Holiday
sun- Holiday
Mon - SL
In the books it showed 4 SL....
however if compensatory off is taken on a friday or a monday then u are liable only for 1 SL..
However check with the HR Manager or the management and accordingly plan ur leaves...:wink:
From India, Mumbai
Hi Guys,
Grt to see again the same discussion..btw i would like to add my views for the same... ITES or IT firms have on an average 5-7 SLs after probation mostly ( which is given to the after thr confirmation through prorata.)
As per the question asked by our collgue, there is no as such mentioned trend which is applicable to stop misuse of SLs, basically companies ask for a medical certificate from the employees for the leaves more than a day.....which means if a person is sick till the extent that he cannot come to office, he should see doctor.
but still for misuse of a day's sick leave cannot be tracked.......
hope i made myself a bit clear...also hope i have added some value to the point.
Regards,
Neha Khale
From India, Bhopal
Grt to see again the same discussion..btw i would like to add my views for the same... ITES or IT firms have on an average 5-7 SLs after probation mostly ( which is given to the after thr confirmation through prorata.)
As per the question asked by our collgue, there is no as such mentioned trend which is applicable to stop misuse of SLs, basically companies ask for a medical certificate from the employees for the leaves more than a day.....which means if a person is sick till the extent that he cannot come to office, he should see doctor.
but still for misuse of a day's sick leave cannot be tracked.......
hope i made myself a bit clear...also hope i have added some value to the point.
Regards,
Neha Khale
From India, Bhopal
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