Dear Akhriti,
A leave is a benefit to the employee and it is at the discretion of the organisation to allow the same . If your wish to have a leave around the same ,a policy would need to be drafted in consultation with your COE Team and Management. The details should clearly call out the Objective ,the days and guidelines, Process of application and approval . Many organisations incorporate it as a part of their leave policy where they would enumerate the no of days and call out the application process .
I hope this should help you .
From India, Chennai
1A leave is a benefit to the employee and it is at the discretion of the organisation to allow the same . If your wish to have a leave around the same ,a policy would need to be drafted in consultation with your COE Team and Management. The details should clearly call out the Objective ,the days and guidelines, Process of application and approval . Many organisations incorporate it as a part of their leave policy where they would enumerate the no of days and call out the application process .
I hope this should help you .
From India, Chennai
Dear Friend,
Leave is not a right, it is the facility, mutual consent, by the organisation and the employee..sometimes, leave is a motivating factor...Every country have national leave which is not considered here...
1) Bereavement leave- what is sorrow? It differs person to person, death of wife, father, mother, children, everything falls in this category, irrespective of this, the whole state mourns on the death of national leader, and the whole organisation have to shut down on that particular day to avoid damages by the political parties or vested interest of the public/affected people..
2) Casual leave is the criteria sanctioned to the employee to avail the same on untoward incidents/accidents or the situation warrant as and when required, the lies of employee become a natural justice to claim casual leave and many a organisation never questions and sanction leave knowingly the nature...
3) When we implement bereavement leave what happen to the casual leave that is available to the employee, or bereavement is a part of casual leave or separate issue, the organisations certainly would like to raise the issue and we expect a turnaround...
4) In case, bereavement is accepted as a part of an organisation where the excess leave clipped or reduced, which organisation would like to implement bereavement leave with whom the authority to incorporate the same in the leave rules..
5) When leave is taken for bereavement in excess of casual leave the same need be regularised by the sanctioning authority for the benefit of the employee as well as for the organisation by giving full salary without deductions, this is a motivating factor for the employee and the fact is the employer will not loose the employee on this grounds from being dissatisfaction..how to regularise?
6)So before implementing bereavement leave all sectors should be consulted as this have an impact on the casual leave sanctioned to the employee by the employer without scrutinising for the same..
7)How can you assess an employee really wanted bereavement leave? Can we claim death certificates or the incidents of the sorrow really need be considered, the question is a want of veracity in all counts?
Best of luck...bereavement is the time factor of change, let it be examined..
From India, Arcot
Leave is not a right, it is the facility, mutual consent, by the organisation and the employee..sometimes, leave is a motivating factor...Every country have national leave which is not considered here...
1) Bereavement leave- what is sorrow? It differs person to person, death of wife, father, mother, children, everything falls in this category, irrespective of this, the whole state mourns on the death of national leader, and the whole organisation have to shut down on that particular day to avoid damages by the political parties or vested interest of the public/affected people..
2) Casual leave is the criteria sanctioned to the employee to avail the same on untoward incidents/accidents or the situation warrant as and when required, the lies of employee become a natural justice to claim casual leave and many a organisation never questions and sanction leave knowingly the nature...
3) When we implement bereavement leave what happen to the casual leave that is available to the employee, or bereavement is a part of casual leave or separate issue, the organisations certainly would like to raise the issue and we expect a turnaround...
4) In case, bereavement is accepted as a part of an organisation where the excess leave clipped or reduced, which organisation would like to implement bereavement leave with whom the authority to incorporate the same in the leave rules..
5) When leave is taken for bereavement in excess of casual leave the same need be regularised by the sanctioning authority for the benefit of the employee as well as for the organisation by giving full salary without deductions, this is a motivating factor for the employee and the fact is the employer will not loose the employee on this grounds from being dissatisfaction..how to regularise?
6)So before implementing bereavement leave all sectors should be consulted as this have an impact on the casual leave sanctioned to the employee by the employer without scrutinising for the same..
7)How can you assess an employee really wanted bereavement leave? Can we claim death certificates or the incidents of the sorrow really need be considered, the question is a want of veracity in all counts?
Best of luck...bereavement is the time factor of change, let it be examined..
From India, Arcot
Dear Gopinath,
Casual leave is generally restricted by policy to less than 2 days.... as it is not expected that the 'casual' reason behind it will remain more than 2 days.
Whereas Bereavement leave can extend beyond 2-3 days.
Bereavement leave is not for 'compensation to the sorrow', but it is to facilitate the time to process necessory/mandatory social, cultural, & personal activities following the death in family.
In case of a death of national leader, this is not requried, hence it cannot be considered in bereavement leave.
Also, It will be inhumane to ask to submit the death certificate after bereavement leave.... Airlines do that for their special fares, but then the customers are not their employees & they do not maintain long term relations with these customers.
Best Regards,
Amod Bobade.
Casual leave is generally restricted by policy to less than 2 days.... as it is not expected that the 'casual' reason behind it will remain more than 2 days.
Whereas Bereavement leave can extend beyond 2-3 days.
Bereavement leave is not for 'compensation to the sorrow', but it is to facilitate the time to process necessory/mandatory social, cultural, & personal activities following the death in family.
In case of a death of national leader, this is not requried, hence it cannot be considered in bereavement leave.
Also, It will be inhumane to ask to submit the death certificate after bereavement leave.... Airlines do that for their special fares, but then the customers are not their employees & they do not maintain long term relations with these customers.
Best Regards,
Amod Bobade.
Deepak Kaushik
Nice to see some one introducing bereavement leave.
But how do you verify the existence of grandfather etc.
i had a case where a person came asking for leave saying Grand father dead.
His leave was sanctioned and he left,later from his older records one more such grandfather being dead emerged.
All employees do not play fair at times.
From India, Pune
Nice to see some one introducing bereavement leave.
But how do you verify the existence of grandfather etc.
i had a case where a person came asking for leave saying Grand father dead.
His leave was sanctioned and he left,later from his older records one more such grandfather being dead emerged.
All employees do not play fair at times.
From India, Pune
Hello Nathrao,
You have a point about some employees misusing such facilities by the Employer.
There would need to be a one-time effort by the HR to collect ALL dependents of each employee--with corroborating proofs like Ration card, etc where the address ought to be that of the employee--that could form the basis of any such leaves being granted in the future.
Let's face it--ANY & EVERY Rule/Law/object is always likely to be misused even though the intent is to enable positive usage. The caliber of the one who drafts & finalizes the Rule/Law lies in enhancing the positives while ALSO incorporating such clauses to layout clear consequences whenever any misuse occurs.
Rgds,
TS
From India, Hyderabad
You have a point about some employees misusing such facilities by the Employer.
There would need to be a one-time effort by the HR to collect ALL dependents of each employee--with corroborating proofs like Ration card, etc where the address ought to be that of the employee--that could form the basis of any such leaves being granted in the future.
Let's face it--ANY & EVERY Rule/Law/object is always likely to be misused even though the intent is to enable positive usage. The caliber of the one who drafts & finalizes the Rule/Law lies in enhancing the positives while ALSO incorporating such clauses to layout clear consequences whenever any misuse occurs.
Rgds,
TS
From India, Hyderabad
Tajsateesh,
Your point about someone misusing is well taken and positive usage should be kept in mind.
But collecting and updating particulars of close relatives is a big effort and in my mind a diversion from other more important duties.
Compassionate leave can always be considered to cover such circumstances.
From India, Pune
Your point about someone misusing is well taken and positive usage should be kept in mind.
But collecting and updating particulars of close relatives is a big effort and in my mind a diversion from other more important duties.
Compassionate leave can always be considered to cover such circumstances.
From India, Pune
Thought perception of your organization is quite appreciable. Needless to emphasize the occassions can be very rare in the lives of the employees to avail the type of such leave, say on death of spouse, parents or any other really dependant family member. So, there should not be any place of negative thinking about the type of leave. ONLY POSITIVE THINKING CAN LEAD TO POSITIVE PRODUCTIVITY, as that would prove to be quite a good motivating incentive/ concession, as a matter of employee-friendly policy to help instilling high level of loyalty towards the organization on the part of the employees. That may also discourage the instances of employee attrition that causes heavy loss to the organisation in terms of productivity and cost of recruitment.
The policy of bereavement leave would necessarily be required to be framed with particular reference to the local customs & rituals in death of any person. However, in case of death of any dignitary in the company, the management can think about the number of days of closure of office, as a whole, depending upon the status of the deceased executive.
From India, Delhi
The policy of bereavement leave would necessarily be required to be framed with particular reference to the local customs & rituals in death of any person. However, in case of death of any dignitary in the company, the management can think about the number of days of closure of office, as a whole, depending upon the status of the deceased executive.
From India, Delhi
@Nathrao : A Direct family member would be parents, spouse, siblings or children.
@TajSatheesh: Recently, one of our employees lost his wife hence the situation. The total employee strength at the moment is 50-55 with an expansion plan of hiring a few more. We do have good amount of leaves otherwise which shouldnt really affect the bereavement policy and i do understand that this kind of a policy is more inclined towards sentiments and compassion, hence I was looking to know what are the bereavement leaves which other established and big companies have just to understand how it works.
Thanks to the rest for your suggestions and feedback.
From India, Pune
@TajSatheesh: Recently, one of our employees lost his wife hence the situation. The total employee strength at the moment is 50-55 with an expansion plan of hiring a few more. We do have good amount of leaves otherwise which shouldnt really affect the bereavement policy and i do understand that this kind of a policy is more inclined towards sentiments and compassion, hence I was looking to know what are the bereavement leaves which other established and big companies have just to understand how it works.
Thanks to the rest for your suggestions and feedback.
From India, Pune
Message to Mr/Ms Delyte , You remark on leaves in India is most damaging and insensitive. It would be better if you were to look around other countries on the number of leaves employees have & avail. I assure you will be a changed person
Please find attached Data pertaining to some countries regarding “average annual hours actually worked per worker”. Data concerns workers only. Data does include workers moonlighting, paid and unpaid work. The Data has been sourced from internet and do not comprise information pertaining to India.
For India related insight, Hon’ble members may like to refer Indians work 8.1 hours a day, more than many Westerners - The Times of India
Many of us like if Hon’ble members compare their employer organization data and let us know where actually do they stand.
Further, data can be analyzed with developed/ developing economies, eastern/ western/ new world economies and don’t forget to enlighten the others with your findings.
From India, New Delhi
For India related insight, Hon’ble members may like to refer Indians work 8.1 hours a day, more than many Westerners - The Times of India
Many of us like if Hon’ble members compare their employer organization data and let us know where actually do they stand.
Further, data can be analyzed with developed/ developing economies, eastern/ western/ new world economies and don’t forget to enlighten the others with your findings.
From India, New Delhi
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The.7.Hidden.Re asons.Employees .Leave.pdf
WHY EMPLOYEES LEAVE ORGANISATIONS.d oc