Dear All,
Greetings for the day. I am recently promoted to Admin-HR, and I have completed my MBA in marketing, so I have very little knowledge of HR. Here, I would like to discuss with you regarding one of our employees' leave management. Last month, i.e., Sep-14, he took 19 days of leave due to his father's ill health. We considered this a genuine case and thus, combined his casual and sick leaves, paying him the total salary. Later, I discovered that we cannot combine casual and sick leaves. What steps should I take to ensure there is a proper system in place? How should I adjust or record this in the attendance?
We have 10 CL and 10 SL. Kindly advise if our approach was correct or provide further education on this matter.
Regards,
John Paul Madanu,
HR-Admin.
From India, Nellore
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Greetings for the day. I am recently promoted to Admin-HR, and I have completed my MBA in marketing, so I have very little knowledge of HR. Here, I would like to discuss with you regarding one of our employees' leave management. Last month, i.e., Sep-14, he took 19 days of leave due to his father's ill health. We considered this a genuine case and thus, combined his casual and sick leaves, paying him the total salary. Later, I discovered that we cannot combine casual and sick leaves. What steps should I take to ensure there is a proper system in place? How should I adjust or record this in the attendance?
We have 10 CL and 10 SL. Kindly advise if our approach was correct or provide further education on this matter.
Regards,
John Paul Madanu,
HR-Admin.
From India, Nellore
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Hi,
Leave policies vary from company to company. Some companies practice monthly leave crediting. In your case, first determine which leaves will lapse and which will carry forward. Adjust the first 10 leaves based on those that will lapse and the next 10 leaves based on those that will carry forward.
From India, Mumbai
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429Leave policies vary from company to company. Some companies practice monthly leave crediting. In your case, first determine which leaves will lapse and which will carry forward. Adjust the first 10 leaves based on those that will lapse and the next 10 leaves based on those that will carry forward.
From India, Mumbai
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Dear John,
For the method of availing CL and SL, it is totally dependent on the company policy as the law is silent on this. Please refer to your company's HR manual.
If I am correct, the Punjab Industrial Establishment Act requires 7 CL and 7 EL, but it is silent on the maximum limit and the method of availing it. My suggestion is to follow the guidelines outlined in the company manual.
Regards,
Anurag
From India, Hyderabad
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For the method of availing CL and SL, it is totally dependent on the company policy as the law is silent on this. Please refer to your company's HR manual.
If I am correct, the Punjab Industrial Establishment Act requires 7 CL and 7 EL, but it is silent on the maximum limit and the method of availing it. My suggestion is to follow the guidelines outlined in the company manual.
Regards,
Anurag
From India, Hyderabad
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In general, companies will follow the rule of not clubbing any two kinds of leaves. As far as long leave is concerned, it is only SL or EL. In extraordinary cases, some organizations allow clubbing of EL with SL, that too in case of self-sickness. CL can be availed a maximum of 3 at a time.
In your case, if the employee is senior i.e., if he completes a minimum of 2 years, then you can allow him advanced EL as a very special case. You should be cautious before sanctioning, as this may set a precedent for others to request. Hence, it is better to formulate a leave policy and proceed.
Regards,
Kamesh
From India, Hyderabad
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In your case, if the employee is senior i.e., if he completes a minimum of 2 years, then you can allow him advanced EL as a very special case. You should be cautious before sanctioning, as this may set a precedent for others to request. Hence, it is better to formulate a leave policy and proceed.
Regards,
Kamesh
From India, Hyderabad
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First, please make it a practice to give full details like the location, nature of the organization, etc. as these factors affect the answers. Please also tell us where you learned that CL and SL cannot be clubbed together. Is that your company policy you are quoting, or did someone tell you it can't be done? To the best of my knowledge, there is no such law, and you are free to provide a benefit where necessary and genuine difficulties are faced. Of course, take the approval of your manager or business head for such deviations.
From India, Mumbai
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From India, Mumbai
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