Hello Gentleman, If an employee’s leave request is not approved by the HOD, will the leave be considered LOP? Even though leave legibility is there
From India, Coimbatore
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From India, Coimbatore
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Under normal circumstances, an employee should not be refused leave if he has sufficient leave credited to him. If leave is refused, it should be recorded so that it can be added to the maximum leave that an employee could accumulate at any point in time. However, if there is an abnormal situation and this scenario is communicated to the employee(s), and the employee still takes leave, it can be refused and marked as leave without pay. In this case, the number of refused leaves would also be added to the leave that can be accumulated or carried forward to the next year.
From India, Kannur
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4764From India, Kannur
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Dear Rajesh,
When the employee leave policy is designed, it starts with the tenet: "employee leave is a privilege and not an entitlement." What does your policy say? Has the approving authority for each designation been defined in the leave policy?
The HOD should be the approving authority for the leave. As the HODs are responsible for maintaining operational continuity, they deserve to be bestowed with matching authority.
If the leave is not approved, the leave application gets turned down. Therefore, the days for which the employee had applied for leave become unauthorized absences, and the pay is automatically forfeited.
However, discretion lies in avoiding such situations. Turning down leave applications leaves a bad taste in the minds of the subordinates. To avoid bitterness, HODs should be advised to prepare a leave plan for the year. Any overlap has to be avoided. While planning manpower, some leeway has to be left for emergent situations. If this leeway does not exist, then such situations could crop up again and again.
Thanks,
Dinesh Divekar
From India, Bangalore
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When the employee leave policy is designed, it starts with the tenet: "employee leave is a privilege and not an entitlement." What does your policy say? Has the approving authority for each designation been defined in the leave policy?
The HOD should be the approving authority for the leave. As the HODs are responsible for maintaining operational continuity, they deserve to be bestowed with matching authority.
If the leave is not approved, the leave application gets turned down. Therefore, the days for which the employee had applied for leave become unauthorized absences, and the pay is automatically forfeited.
However, discretion lies in avoiding such situations. Turning down leave applications leaves a bad taste in the minds of the subordinates. To avoid bitterness, HODs should be advised to prepare a leave plan for the year. Any overlap has to be avoided. While planning manpower, some leeway has to be left for emergent situations. If this leeway does not exist, then such situations could crop up again and again.
Thanks,
Dinesh Divekar
From India, Bangalore
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Normally, 'leave is not a right' but to be availed with mutual consent. It's said and done so. On the other side, post 'covid' saga, the employer will have no difficulties in approving the leave at a time. In hybrid WFH, which is the order of the day, rather encouraging employees to avail leave during which remote access is made possible, sometimes compulsorily too. This is common nowadays in IT/ITES.
If the rapport is good between them, difficulties seldom arise. In the present case of the query, depending on the exigencies, a decision will have to be taken. If it were to be LOP for a longer period, it'll hurt the sentiments of the employees concerned.
From India, Bangalore
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If the rapport is good between them, difficulties seldom arise. In the present case of the query, depending on the exigencies, a decision will have to be taken. If it were to be LOP for a longer period, it'll hurt the sentiments of the employees concerned.
From India, Bangalore
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