A person in probation period. They asking leave for marriage, if any possible to provide leave could anyone explain me?
From India, Chennai
From India, Chennai
Dear Sivanandan,
A probationer is also a regular employee of the organization. Only difference is that he is kept on vigil for a short period so as to have an objective assessment of his suitability for his job as well as the organization culture. So the purpose of probation is not to send him out but only to evaluate the chances of his retention in the organization as its full member. However, in matters like leave sanction, discretion is exercised by managements by way of caution to limit it to pro-rata basis only during probation period. Marriage is an important event in one's life and as such it can not be postponed for want of leave from work and also the quantum of leave required for it may exceed his leave at his credit. Therefore, consider asking him to go on LLP which would consequently extend his probation period proportionately.
From India, Salem
5967A probationer is also a regular employee of the organization. Only difference is that he is kept on vigil for a short period so as to have an objective assessment of his suitability for his job as well as the organization culture. So the purpose of probation is not to send him out but only to evaluate the chances of his retention in the organization as its full member. However, in matters like leave sanction, discretion is exercised by managements by way of caution to limit it to pro-rata basis only during probation period. Marriage is an important event in one's life and as such it can not be postponed for want of leave from work and also the quantum of leave required for it may exceed his leave at his credit. Therefore, consider asking him to go on LLP which would consequently extend his probation period proportionately.
From India, Salem
Probation is period when the employee is not confirmed at his job and can be terminated without reason and mostly without notice. It's when the company evaluates the employees fitness to the firm and his abilities against the requirement of the job.
Whether to give leave is at discretion of the management. In most companies the Hr Rules apply. So if he has leave it's granted immediately. If not, then hr sees where and to what extent it can be granted. The quantum of leave asked and its reasonableness is also a factor.
Please also note that many companies look down upon leave requests during probation and consider them as factors for non renewal or non confirmation.
From India, Mumbai
Whether to give leave is at discretion of the management. In most companies the Hr Rules apply. So if he has leave it's granted immediately. If not, then hr sees where and to what extent it can be granted. The quantum of leave asked and its reasonableness is also a factor.
Please also note that many companies look down upon leave requests during probation and consider them as factors for non renewal or non confirmation.
From India, Mumbai
Probation is a Permanent vacancy to be field, normally as per Act,probation should be a 3months,but now it is become practice to keep 6 months period. For leave he is eligible as per pro-rata basis.
From India, Mumbai
From India, Mumbai
1. Generally probation period is of 06 moths
2. If the employee is probationer means he joined services within 06 month only
3. If he joined within 06 month only then did he been apprised by HR about leave policy at the time of joining?
4. If q3 ans is yes then how probationer planned to do marriage knowing the leave policy of company
5. If ans to q3 is No then why HR failed to inform him about leave policy?
I thinks its purely hypothetical query.
From India, Pune
2. If the employee is probationer means he joined services within 06 month only
3. If he joined within 06 month only then did he been apprised by HR about leave policy at the time of joining?
4. If q3 ans is yes then how probationer planned to do marriage knowing the leave policy of company
5. If ans to q3 is No then why HR failed to inform him about leave policy?
I thinks its purely hypothetical query.
From India, Pune
O h sir.
no prob..first take the individual..and his family.. then social activities like job..ets. Everyone knows man is a social animal..
if he has an urgency under family cauze like marriage himself or for his syster...nothing wrong to sanction..enhance probation period to that extent...if he miss that batch add him in another batch for training for such leave period. ok
From India, Nellore
no prob..first take the individual..and his family.. then social activities like job..ets. Everyone knows man is a social animal..
if he has an urgency under family cauze like marriage himself or for his syster...nothing wrong to sanction..enhance probation period to that extent...if he miss that batch add him in another batch for training for such leave period. ok
From India, Nellore
Hey, I hope i can add on...
In our company we provide only sick leave and emergency leaves during the probation period. Your question was a situation i came across where an employee wanted leave to attend her sister's marriage during probation for a week. I had to consider it and those leaves were given on LOP.
Aishwarya
HR
From India, Bengaluru
In our company we provide only sick leave and emergency leaves during the probation period. Your question was a situation i came across where an employee wanted leave to attend her sister's marriage during probation for a week. I had to consider it and those leaves were given on LOP.
Aishwarya
HR
From India, Bengaluru
Actually i wonder pls dont get annoyed.. no spoon feeding pls..
there is provision for sanction of leaves on an emergency cause with loss of pay.
so ask ur prob.to apply that cause lop.applicable..his probation extended
allow the leave suiable to you and comfortable to his family cause..and let him go..protect his job..
make fullstop..no more quieries required in this regard.this is purely your office issue.bye
From India, Nellore
there is provision for sanction of leaves on an emergency cause with loss of pay.
so ask ur prob.to apply that cause lop.applicable..his probation extended
allow the leave suiable to you and comfortable to his family cause..and let him go..protect his job..
make fullstop..no more quieries required in this regard.this is purely your office issue.bye
From India, Nellore
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