Dear Seniors,
Situation - The employee has 23 leave balance in his account , he wants to take sick leave for 1 month (till he complete his leave balance ). But the Business head is approving leave only for 10 days, bcz of the pending work which he need to complete. and asking me to take the remaining days under LOP .
Can i go for LOP ? The employee says that he has enough leave balance and y LOP.
please guide me to handle this situation.
Thank you in advance !
From India, Bengaluru
Situation - The employee has 23 leave balance in his account , he wants to take sick leave for 1 month (till he complete his leave balance ). But the Business head is approving leave only for 10 days, bcz of the pending work which he need to complete. and asking me to take the remaining days under LOP .
Can i go for LOP ? The employee says that he has enough leave balance and y LOP.
please guide me to handle this situation.
Thank you in advance !
From India, Bengaluru
Hi If the employee has 23 leaves then he has right to utilise those leaves. If there is any pending work how will the LOP will be benefited to the company by completing the pending work?
From India, Bangalore
604From India, Bangalore
Dear Aswathi,
This is purely my personal opinion. According to me Leave is not a right. It is a privilege given by the company / industry to the employees as a welfare measure.
Also there are companies which will allow the employees only if the HODs approves the leave. As a HR, we should go by the Management decision only. If the HOD is not willing to permit, we also cannot consider.
So I feel you should go by your Business Head recommendation. Ofcourse, he never denied leave. So you can talk to the employee and make him to understand the importance of his presence and his work.
This is where HR plays as a bridge between the management & employee.
Correct me if I am wrong Seniors.
Thanks
Devibala
From India, Madras
This is purely my personal opinion. According to me Leave is not a right. It is a privilege given by the company / industry to the employees as a welfare measure.
Also there are companies which will allow the employees only if the HODs approves the leave. As a HR, we should go by the Management decision only. If the HOD is not willing to permit, we also cannot consider.
So I feel you should go by your Business Head recommendation. Ofcourse, he never denied leave. So you can talk to the employee and make him to understand the importance of his presence and his work.
This is where HR plays as a bridge between the management & employee.
Correct me if I am wrong Seniors.
Thanks
Devibala
From India, Madras
As an HR even I support your say. As many leaves an employee might have, it can be availed only after having an approval of your reporting authority. Regards Priti Chadha
From India, Calcutta
From India, Calcutta
Hi all,
We need to understand a bit further in addition to all the above.
1) What type of leave the employee has in accrual? is it casual/ sick or earned( privilege leave) /
2) What is the leave policy of the company- Most companies indicate ( at least per standing order )that - the refusal of leave and the reason for that has to be communicated in writing) - Hence the employee has to get a written refusal/ reasons for that.
3) Is the employee really sick or just wants to consume leave because they lapse if not availed.
If the leaves in balance are privilege leaves, then there is no harm in availing as many granted and let the balance carry forward.
When employee has leave balance, is really sick and has made advance application the manager can not insist on the employee to go under loss of pay.
Hence ascertain the full picture and revert, so that crisp suggestion can be given.
Kind regards
Dayanand L Guddin
From Singapore, Singapore
We need to understand a bit further in addition to all the above.
1) What type of leave the employee has in accrual? is it casual/ sick or earned( privilege leave) /
2) What is the leave policy of the company- Most companies indicate ( at least per standing order )that - the refusal of leave and the reason for that has to be communicated in writing) - Hence the employee has to get a written refusal/ reasons for that.
3) Is the employee really sick or just wants to consume leave because they lapse if not availed.
If the leaves in balance are privilege leaves, then there is no harm in availing as many granted and let the balance carry forward.
When employee has leave balance, is really sick and has made advance application the manager can not insist on the employee to go under loss of pay.
Hence ascertain the full picture and revert, so that crisp suggestion can be given.
Kind regards
Dayanand L Guddin
From Singapore, Singapore
The action of your manager is wrong.
If business work pressure is high and does not permit the manager to grant the leave, then he can deny it, or grant the number of days allowed. However, the manager can not ask the employee to take LWP when there is leave credit to his account.
However, there is a discrepancy in the post. How can the employee take sick leave to cover the period of pending leave. I assume those are PL /EL. So why does he want SL. Further, if the person is sick and produces a medical certificate, you can not deny him leave
From India, Mumbai
If business work pressure is high and does not permit the manager to grant the leave, then he can deny it, or grant the number of days allowed. However, the manager can not ask the employee to take LWP when there is leave credit to his account.
However, there is a discrepancy in the post. How can the employee take sick leave to cover the period of pending leave. I assume those are PL /EL. So why does he want SL. Further, if the person is sick and produces a medical certificate, you can not deny him leave
From India, Mumbai
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