Dear Ms Anuradha
Thank you for your valuable comments .In our organisation employees are entitled to 1 casual leave for 1 completed month of service ,which makes it to 12casual leaves in a year .
Thanks and Regards
Indrani Chakraborty
From India, Pune
3Thank you for your valuable comments .In our organisation employees are entitled to 1 casual leave for 1 completed month of service ,which makes it to 12casual leaves in a year .
Thanks and Regards
Indrani Chakraborty
From India, Pune
Respected Siva Sir
There are 20people in our office out of which 1 is Catholic ,3 are muslim and rest are Hindus .This is the present statistics .I believe 1 restricted Holiday can be a good option.
I know this is not a govt organisation but still then, as an HR I have to respect the religious sentiments of the Non hindus too. I know it is very difficult for the managment to give out more holidays as we have to follow very strict project deadlines and as usual as an HR Iam stuck in between.Thank God we have people like you on CiteHR :D
Thank you for your valuable suggestion
Warm Regards
Indrani Chakraborty
From India, Pune
There are 20people in our office out of which 1 is Catholic ,3 are muslim and rest are Hindus .This is the present statistics .I believe 1 restricted Holiday can be a good option.
I know this is not a govt organisation but still then, as an HR I have to respect the religious sentiments of the Non hindus too. I know it is very difficult for the managment to give out more holidays as we have to follow very strict project deadlines and as usual as an HR Iam stuck in between.Thank God we have people like you on CiteHR :D
Thank you for your valuable suggestion
Warm Regards
Indrani Chakraborty
From India, Pune
Hi Indu,
I completely agree with arvind's proposal, we had a similar issue and opting to go on the lines of PSU offs would be the best thing to do.
In such a case only a memo has to be issued where in you inform the employees that you would be practising the procedures of PSU's on holiday schemes, but again a lot of work will have to be put in to segregrating the holidays to each section.
Thanks & Regards,
AJ
From India, Thana
I completely agree with arvind's proposal, we had a similar issue and opting to go on the lines of PSU offs would be the best thing to do.
In such a case only a memo has to be issued where in you inform the employees that you would be practising the procedures of PSU's on holiday schemes, but again a lot of work will have to be put in to segregrating the holidays to each section.
Thanks & Regards,
AJ
From India, Thana
Hi Indu,
I guess the issue has become bigger than it should be, Remember when you get the meeting with the team, dont call them to discuss the issues just give them options and ask them what do they agree with.
Chart out two or three options and discuss them, dont let it be a open discussion owise you will never find a solution and since you are the HR person i completely agree with you that you are the person responsible to find a soultion and implement it.
Since you have been asked to take care of the situation itself shows that the management has a certain respect for you.
Good Luck.
Thanks & Regards,
AJ
From India, Thana
I guess the issue has become bigger than it should be, Remember when you get the meeting with the team, dont call them to discuss the issues just give them options and ask them what do they agree with.
Chart out two or three options and discuss them, dont let it be a open discussion owise you will never find a solution and since you are the HR person i completely agree with you that you are the person responsible to find a soultion and implement it.
Since you have been asked to take care of the situation itself shows that the management has a certain respect for you.
Good Luck.
Thanks & Regards,
AJ
From India, Thana
as there is one solution . indrani do onething ,call the head of the different communities (employees working in ur organisation) make them sit with the management and make the parties dicuss on the leaves issue(on the condition prescibed by the toop management) and u can defenately solve the issue.
from
valbooj
From India, Hyderabad
from
valbooj
From India, Hyderabad
Dear Mr Valbooj
If I follow your suggestion then management is going to say "why did I hire an HR executive if I have to sit and sort the issues ?".Keeping in mind all the suggestions poured in by members like you tomorrow I am going to call a team meeting and sort out this issue.Once the decision has been taken I will put a post on this discussion to let you know
Thank you for your valuable time and suggestion
Keep posting
Best Regards
Indrani Chakraborty
From India, Pune
If I follow your suggestion then management is going to say "why did I hire an HR executive if I have to sit and sort the issues ?".Keeping in mind all the suggestions poured in by members like you tomorrow I am going to call a team meeting and sort out this issue.Once the decision has been taken I will put a post on this discussion to let you know
Thank you for your valuable time and suggestion
Keep posting
Best Regards
Indrani Chakraborty
From India, Pune
see.. these are critical issues which had to be sorted by the management which had made the policy. there is nothing to do with HR-Executive since he is only the implementer and can give the suggestions and solve the problems which are less one. since this issue is larger to be left out to management only.
but instead of them you can call the headsof different communities and dicuss and make a draft which doesnt exceed the prescription by the management.ok.. do the thing as you said . i hope they will come together and accept what management has said.
from
valbooj.
From India, Hyderabad
but instead of them you can call the headsof different communities and dicuss and make a draft which doesnt exceed the prescription by the management.ok.. do the thing as you said . i hope they will come together and accept what management has said.
from
valbooj.
From India, Hyderabad
It is a very simple issue which you are facing just some common sense.
I am working in a Central Govt Organisation, and most of times I observe that the holidays applicable to state govt employees are not applicable to us, so many times when there are holidays wherein the state govt depts are not working , we are working, these festivals are related , subjected to that particular state only, hence being a festival of only a particular community, state, and not being a major indian festival these holidays are not considered by central govt.
FOR EG:::::::
So now the issue comes, what will the Maharashtrians who are working in Central Govt Organisation do, when they dont get a holiday officialy for a festival which is important to them and to Maharashtra state or a particular city , like Jatra etc, but not a major indian festival, they have to take leave from Sick , Casual, Earned leaves. and this what they are doing.
If you observe clearly the list of holidays mentioned by Central Govt, not all festivals are granted holidays.
From India, Pune
I am working in a Central Govt Organisation, and most of times I observe that the holidays applicable to state govt employees are not applicable to us, so many times when there are holidays wherein the state govt depts are not working , we are working, these festivals are related , subjected to that particular state only, hence being a festival of only a particular community, state, and not being a major indian festival these holidays are not considered by central govt.
FOR EG:::::::
So now the issue comes, what will the Maharashtrians who are working in Central Govt Organisation do, when they dont get a holiday officialy for a festival which is important to them and to Maharashtra state or a particular city , like Jatra etc, but not a major indian festival, they have to take leave from Sick , Casual, Earned leaves. and this what they are doing.
If you observe clearly the list of holidays mentioned by Central Govt, not all festivals are granted holidays.
From India, Pune
Hi !
Concept of Restricted Holiday will be of great help in the given situation. I am sure the solution does not require demographical details of employees' religion.
Just convert one paid holiday into restricted holiday. This practices is very common in many organisations and no problems are observed in administering it. Ofcourse, prior approval of supervisor is essential. Record can be maintained in Leave card / record of employee.
- Hiten
From India, New Delhi
Concept of Restricted Holiday will be of great help in the given situation. I am sure the solution does not require demographical details of employees' religion.
Just convert one paid holiday into restricted holiday. This practices is very common in many organisations and no problems are observed in administering it. Ofcourse, prior approval of supervisor is essential. Record can be maintained in Leave card / record of employee.
- Hiten
From India, New Delhi
Hi indrani,
How many holidays you are giving to your employees?
for exmp.10
First declare labour holidays as per act(26 Jan, 15 Aug, May day nd Oct2).
Remaining six announce as a festival holidays (Diwali, Dassera, Holi, Moharram, Bakrid, Good Friday, Gurunank Jaanthi, X Mas etc.) and let employee choose whenever they want, but put condition, maximum they have to avail six holidays only irrespective of festivals.
A.V.S. Kumar
How many holidays you are giving to your employees?
for exmp.10
First declare labour holidays as per act(26 Jan, 15 Aug, May day nd Oct2).
Remaining six announce as a festival holidays (Diwali, Dassera, Holi, Moharram, Bakrid, Good Friday, Gurunank Jaanthi, X Mas etc.) and let employee choose whenever they want, but put condition, maximum they have to avail six holidays only irrespective of festivals.
A.V.S. Kumar
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List of Holidays Karnatka.pdf