13Jack and <link outdated-removed> ( Search On Cite | Search On Google )
<link outdated-removed> ( Search On Cite | Search On Google )
<link outdated-removed> ( Search On Cite | Search On Google )
<link outdated-removed> ( Search On Cite | Search On Google )
<link outdated-removed> ( Search On Cite | Search On Google )
<link outdated-removed> ( Search On Cite | Search On Google )
<link outdated-removed> ( Search On Cite | Search On Google )
<link outdated-removed> ( Search On Cite | Search On Google )
Morale:
<link outdated-removed> ( Search On Cite | Search On Google )
<link outdated-removed> ( Search On Cite | Search On Google )
<link outdated-removed> ( Search On Cite | Search On Google ) vacation?"
**********
From Saudi Arabia
hey sawant,
we can speak tones on emotions and stuff towards our employees but when it comes to organization only set of rules and policies are considered. No organization would permit an employee who is still in probation to take 45 days of leave and that too no guarantee of joining back.
Management only knows about the profit u make from an employee and at the end of the day we are all accountable for each and every penny we shell out. We can mend rules but not to the extent of someone pointing out the favours for a paricular employee...
Think Practical
From India, New Delhi
we can speak tones on emotions and stuff towards our employees but when it comes to organization only set of rules and policies are considered. No organization would permit an employee who is still in probation to take 45 days of leave and that too no guarantee of joining back.
Management only knows about the profit u make from an employee and at the end of the day we are all accountable for each and every penny we shell out. We can mend rules but not to the extent of someone pointing out the favours for a paricular employee...
Think Practical
From India, New Delhi
Hi Pratime,
Let me clear one misunderstanding that you are saving employers money or doing big favour to your job is not true. Because no monetary loss to employer is intended in applying leave for marriage because employer never pay more than due leave.
The issue is intention of employee whethre to cotinue or leave organization after marriage.
Lest have another angle to your view:
Everyone quotes stereo type legal and human relation angles although its known fact to every one of us but that doesn’t makes sense. All HR or P&A do same things repeatedly taking shelter of rules and regulations.
But this is not out of box thinking we need to analyses what harm employee can cause to employer?
In this case there is no harm, because HR is not going to pay more than due leave accumulated and employee will be on unpaid leave for remaining period.
If we believe in retention is best strategy we may allow employees to take 45 days leave without pay nothing harms both the parties. And even if employee left the organization heaven will not fall.
Because, even if you reject leave he/she if don’t want to continue will never comeback then what option you have except search another replacement after 45 days instead of this better take preventive measure.
If Employee requesting for 45 days for marriage.
Marriage can be confirmed from the invitation cards to establish guaniness of leave.
Once it is establish employee marrying then he/she will obviously apply for leave. I do agree that 45 days leave is too long but no employee is indispensable and no rocket science is being applied on any jobs which no one else other than him or her cannot do.
This will provide an opportunity to new comer for on the job training and if incase employee does not turn back after marriage for possible replacement without affecting work.
Prevention is better than cure……………….
Regards
Sawant
From Saudi Arabia
Let me clear one misunderstanding that you are saving employers money or doing big favour to your job is not true. Because no monetary loss to employer is intended in applying leave for marriage because employer never pay more than due leave.
The issue is intention of employee whethre to cotinue or leave organization after marriage.
Lest have another angle to your view:
Everyone quotes stereo type legal and human relation angles although its known fact to every one of us but that doesn’t makes sense. All HR or P&A do same things repeatedly taking shelter of rules and regulations.
But this is not out of box thinking we need to analyses what harm employee can cause to employer?
In this case there is no harm, because HR is not going to pay more than due leave accumulated and employee will be on unpaid leave for remaining period.
If we believe in retention is best strategy we may allow employees to take 45 days leave without pay nothing harms both the parties. And even if employee left the organization heaven will not fall.
Because, even if you reject leave he/she if don’t want to continue will never comeback then what option you have except search another replacement after 45 days instead of this better take preventive measure.
If Employee requesting for 45 days for marriage.
Marriage can be confirmed from the invitation cards to establish guaniness of leave.
Once it is establish employee marrying then he/she will obviously apply for leave. I do agree that 45 days leave is too long but no employee is indispensable and no rocket science is being applied on any jobs which no one else other than him or her cannot do.
This will provide an opportunity to new comer for on the job training and if incase employee does not turn back after marriage for possible replacement without affecting work.
Prevention is better than cure……………….
Regards
Sawant
From Saudi Arabia
Hi Pratima,
Let me clear one misunderstanding that you are saving employers money or doing big favour to your job is not true. Because no monetary loss to employer is intended in applying leave for marriage because employer never pay more than due leave.
The issue is intention of employee whethre to cotinue or leave organization after marriage.
Lest have another angle to your view:
Everyone quotes stereo type legal and human relation angles although its known fact to every one of us but that doesn’t makes sense. All HR or P&A do same things repeatedly taking shelter of rules and regulations.
But this is not out of box thinking we need to analyses what harm employee can cause to employer?
In this case there is no harm, because HR is not going to pay more than due leave accumulated and employee will be on unpaid leave for remaining period.
If we believe in retention is best strategy we may allow employees to take 45 days leave without pay nothing harms both the parties. And even if employee left the organization heaven will not fall.
Because, even if you reject leave he/she if don’t want to continue will never comeback then what option you have except search another replacement after 45 days instead of this better take preventive measure.
If Employee requesting for 45 days for marriage.
Marriage can be confirmed from the invitation cards to establish guaniness of leave.
Once it is establish employee marrying then he/she will obviously apply for leave. I do agree that 45 days leave is too long but no employee is indispensable and no rocket science is being applied on any jobs which no one else other than him or her cannot do.
This will provide an opportunity to new comer for on the job training and if incase employee does not turn back after marriage for possible replacement without affecting work.
Prevention is better than cure……………….
Regards
Sawant
From Saudi Arabia
Let me clear one misunderstanding that you are saving employers money or doing big favour to your job is not true. Because no monetary loss to employer is intended in applying leave for marriage because employer never pay more than due leave.
The issue is intention of employee whethre to cotinue or leave organization after marriage.
Lest have another angle to your view:
Everyone quotes stereo type legal and human relation angles although its known fact to every one of us but that doesn’t makes sense. All HR or P&A do same things repeatedly taking shelter of rules and regulations.
But this is not out of box thinking we need to analyses what harm employee can cause to employer?
In this case there is no harm, because HR is not going to pay more than due leave accumulated and employee will be on unpaid leave for remaining period.
If we believe in retention is best strategy we may allow employees to take 45 days leave without pay nothing harms both the parties. And even if employee left the organization heaven will not fall.
Because, even if you reject leave he/she if don’t want to continue will never comeback then what option you have except search another replacement after 45 days instead of this better take preventive measure.
If Employee requesting for 45 days for marriage.
Marriage can be confirmed from the invitation cards to establish guaniness of leave.
Once it is establish employee marrying then he/she will obviously apply for leave. I do agree that 45 days leave is too long but no employee is indispensable and no rocket science is being applied on any jobs which no one else other than him or her cannot do.
This will provide an opportunity to new comer for on the job training and if incase employee does not turn back after marriage for possible replacement without affecting work.
Prevention is better than cure……………….
Regards
Sawant
From Saudi Arabia
Hi Sawant,
If we sanction 45 days of leave for an employee then who will do her work on her absence.. I can sanction her 45 days of leave as an HR but when i put myself as an Reporting Manager then obviously my answer would be NO. We recruit people and alot them their KRAs not for them to go on leave for 45 days. If a department can manage the work load for 45 days on her absence then i strongly feel she is not required to come back at all.
Hey dont think that i am being rude. Its just that rules are rules. When we start mending the rules for one then that would become a practice. Tomorrow another employee would follow her footsteps. If i say no to them then we are unnecessarily giving way to politics and agitation.
Incase of emergencies ofcourse they can go on LOP but not on pleasure trips. I strongly disagee. Ofcourse same applies for me too.
From India, New Delhi
If we sanction 45 days of leave for an employee then who will do her work on her absence.. I can sanction her 45 days of leave as an HR but when i put myself as an Reporting Manager then obviously my answer would be NO. We recruit people and alot them their KRAs not for them to go on leave for 45 days. If a department can manage the work load for 45 days on her absence then i strongly feel she is not required to come back at all.
Hey dont think that i am being rude. Its just that rules are rules. When we start mending the rules for one then that would become a practice. Tomorrow another employee would follow her footsteps. If i say no to them then we are unnecessarily giving way to politics and agitation.
Incase of emergencies ofcourse they can go on LOP but not on pleasure trips. I strongly disagee. Ofcourse same applies for me too.
From India, New Delhi
So DONT THINK INHUMAN, I DOUBT UR A HR PERSON,,, suppose an employee mets with accident and needs to take rest for two months what will you do , go to hospital and give them termination letter. U will manage without them for two months, similar is case with marriage too,, u think of marriage as pleasure trip its ur thinking, but not all think of marriage as pleasure trip,,, People like you ,,,, dont know what to say. Just unfit as Humans.
Though I may sound harsh, but I pity the employees of your organisation, they must be really being tortured by you.
From India, Pune
Though I may sound harsh, but I pity the employees of your organisation, they must be really being tortured by you.
From India, Pune
Ravi,
So in ur organization u approve 45 days as marriage leave for every employee u mean to say..??? Its nice to speak in the forums of approving but in real scenario i am sure u will not folow anything u have mentioned. That is practically not possible. If u did follow u r always answerable to the higher officials and will have negative impact on other employees.
U think u r too empotional towards ur employee then u r not supposed to be a HR when u cant balance both your policies and employees. I particularly mentioned in my previous message that emergencies are always exceptional. I too know to speak rude about u but i know my limits how to speak to others. u too better watch ur words. I dont find any reason to fight with u or abuse u or to find faults on my profession. I really pity u coz u cant control ur tongue... i wonder....??
From India, New Delhi
So in ur organization u approve 45 days as marriage leave for every employee u mean to say..??? Its nice to speak in the forums of approving but in real scenario i am sure u will not folow anything u have mentioned. That is practically not possible. If u did follow u r always answerable to the higher officials and will have negative impact on other employees.
U think u r too empotional towards ur employee then u r not supposed to be a HR when u cant balance both your policies and employees. I particularly mentioned in my previous message that emergencies are always exceptional. I too know to speak rude about u but i know my limits how to speak to others. u too better watch ur words. I dont find any reason to fight with u or abuse u or to find faults on my profession. I really pity u coz u cant control ur tongue... i wonder....??
From India, New Delhi
I have heard ppl going on 1 month leave for marriage which is justifiable but 45 days is too much.......Try to convince her that her presence too matters in the office for work and she should try to reduce it to 1 month max......Remember that you are poaching and making room into the personal areas of the employees which employee might take it as offending hence you should be soft and careful while addressing this issue....In human life two things matter a lot firstly the career and secondly the marriage and you are working on the second one ...so approach her in a way that she doesnt make her feel bad....Employees these days are very sensitive on certain issues hence need to be handled carefully and this is one of those where they might like to quit if pressurised...
From United Kingdom
From United Kingdom
Hi Pratima,
There are good HR and well as bad HR practices.
If you take money factor this also can be explained how organization is looser on loosing employee with short tenure.
Any Employee who joins employment whether experienced or inexperienced takes time to get acquainted and customized with the organization. Although they do work every day but do not perform for initial settling period which may be varied from 3 months to 6 months until he starts contributing to the growth of organization. You never experience that from the first day of employee joining your profit margins increased or share value of your company shooting up and miracle starts happening right from the first day except something unusual happen in the market drivers.
So, Employee starts performing at the level where he is capable of influencing your company’s prospects and results only after establishing himself. There are very rare breed of employees who come from straight jacket fit into job profile from first day in certain professions which are not common.
You are dealing with average employee who takes minimum 3 to 6 months to reach that level of perfection, accuracy and efficiency. Once the employee has worked for more than six months don’t think he is liability but is an asset to the organization and your company has spend money on his/her initial settling period to customization and acquaintance. You are going lose that investment spend on building employees confidence to yield results. The day he is matured and prepared to perform, you are preparing for shunt him out for pity reason which is neighther an offence or misbehavior or indiscipline.
You are losing 6 months’ salary investment by your company and I would rather ask my HR Manager to resign first if he fails to understand the modern good HR practices. He should not promote bad HR practices if management is not vise of what is difference between good and bad HR practices.
As true HR professional, I cannot afford to lose my employee and insist management to retain as much as I can. All successful organizations inlast two decades from RELIANCE TO INFOTECH & WIPRO prosper on maximising employee retaintion rate and not attrition. More attirtion leads unstable organization.
With Regards
Sawant
From Saudi Arabia
There are good HR and well as bad HR practices.
If you take money factor this also can be explained how organization is looser on loosing employee with short tenure.
Any Employee who joins employment whether experienced or inexperienced takes time to get acquainted and customized with the organization. Although they do work every day but do not perform for initial settling period which may be varied from 3 months to 6 months until he starts contributing to the growth of organization. You never experience that from the first day of employee joining your profit margins increased or share value of your company shooting up and miracle starts happening right from the first day except something unusual happen in the market drivers.
So, Employee starts performing at the level where he is capable of influencing your company’s prospects and results only after establishing himself. There are very rare breed of employees who come from straight jacket fit into job profile from first day in certain professions which are not common.
You are dealing with average employee who takes minimum 3 to 6 months to reach that level of perfection, accuracy and efficiency. Once the employee has worked for more than six months don’t think he is liability but is an asset to the organization and your company has spend money on his/her initial settling period to customization and acquaintance. You are going lose that investment spend on building employees confidence to yield results. The day he is matured and prepared to perform, you are preparing for shunt him out for pity reason which is neighther an offence or misbehavior or indiscipline.
You are losing 6 months’ salary investment by your company and I would rather ask my HR Manager to resign first if he fails to understand the modern good HR practices. He should not promote bad HR practices if management is not vise of what is difference between good and bad HR practices.
As true HR professional, I cannot afford to lose my employee and insist management to retain as much as I can. All successful organizations inlast two decades from RELIANCE TO INFOTECH & WIPRO prosper on maximising employee retaintion rate and not attrition. More attirtion leads unstable organization.
With Regards
Sawant
From Saudi Arabia
Sawant,
I hope u wont take it as an arguement. That was what i am also trying to say. Organization has invested so much on hiring an employee. It almost takes 6 months to have an employee trained and put him on a project full fledged. As a HR person i do agree with u that measures should always be taken for retaining the employees but a lady who is gonna relocate after marriage to abroad with her husband then i dont really find any reason to take retension measures. After enjoying 45 days of marriage leave she is gonna come back and put down her paper. Do you really think it is worth. Let say as u said i even can go ahead and santion 45 days for her as marriage leave. After couple of days again another person from the same team who has been working for the organization for almost 2 years comes and apply for 2 months of marrige leave then what do u think the right thing to do. He will just question me only one thing.. "When i can saction 45 days for a person who worked just for 5 months y cant i do give 2 months of marriage leave for a person worked for more than two years." Then i will be forced to sanction 2 months of marriage leave to him. See being a HR is just not sanctioning leave. "Again and again sawant i am telling u guys only one thing i am not here to argue with u or to prove my point of view". Correct me if i am wrong. Good HR practices are to spread balance and satisfaction between the employees but not to create politics.
No offense meant.
From India, New Delhi
I hope u wont take it as an arguement. That was what i am also trying to say. Organization has invested so much on hiring an employee. It almost takes 6 months to have an employee trained and put him on a project full fledged. As a HR person i do agree with u that measures should always be taken for retaining the employees but a lady who is gonna relocate after marriage to abroad with her husband then i dont really find any reason to take retension measures. After enjoying 45 days of marriage leave she is gonna come back and put down her paper. Do you really think it is worth. Let say as u said i even can go ahead and santion 45 days for her as marriage leave. After couple of days again another person from the same team who has been working for the organization for almost 2 years comes and apply for 2 months of marrige leave then what do u think the right thing to do. He will just question me only one thing.. "When i can saction 45 days for a person who worked just for 5 months y cant i do give 2 months of marriage leave for a person worked for more than two years." Then i will be forced to sanction 2 months of marriage leave to him. See being a HR is just not sanctioning leave. "Again and again sawant i am telling u guys only one thing i am not here to argue with u or to prove my point of view". Correct me if i am wrong. Good HR practices are to spread balance and satisfaction between the employees but not to create politics.
No offense meant.
From India, New Delhi
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Karnataka Leave.xlsx
Hello Seniors.doc