Hai all, I've new joined to a company and they have just changed to new management. Previously, for any resigned staffs, if there is any un-utilize annual leave, it should be conver into the salary.

However, I've been told recently that there do have new changes whereas need to follow as per Singapore rules - Pro-rated annual leave. Staffs are still entitled 14 days annual leave per year. However, it's counted as pro-rated, meaning around 1 day annual leave able to take in a month. If you need to take 2 days it will count as taking advance leave from following month.

I also been told that if there is any resign staff, it need to see how many annual leave he/she taken till the day he/she leave. For example, staff resign on May (till this time his annual leave might be around 5 days) but he already taken 8 days in advance. Company will count the 3 days annual leave (advance) as non-paid leave.

I am new on this matter and I am not sure any of companies will be using such matters. I've been told that our HQ, Singapore company using such matter and hence, malaysia might need to follow as well.

Anyone can help on this ? Thanks !

This post has been edited by Jobbie123: Oct 19 2010, 09:33 PM

i think many MNC in malaysia already practises this...its a common policy...

Pro-rated annual leaves means that you are entitled to a certain amount of annual leaves based on your duration with the company. Let's say you are entitled 14 days annually and you join on 1st Oct, so for year 2010, the AL you get is 3.5 days. (31+30+31)/365*14=3.5

You entitle only 3.5 days of AL but have taken 4 days in total, the 0.5 day will be considered as no-pay leave and deduct from your salary. It's pretty standard across all companies.

Of course some strict ones only allow you to take leave based on the no. of AL you have earned. You want to take 5 days but up till now you manage to save only 3 days. Since your company doesn't allow you to take advance leave, what to do? Work for another 2 months and save another 2 AL.

what help you need?
its company policy, they can change it, and i see nothing wrong with what they did.

This post has been edited by Kravo: Oct 20 2010, 09:10 AM

Pro rated is the norm across the board in any given industry. I'd say just give and take since you've been in such circumstance.

Regards, Joey

wow its hard to find places that provide cash out on unutilised lieave.

Lucky me, eh? I'm blessed with options: Cash or Replacement Leave. I choose the former unless my annual leave is on the steep side. It's mid of October now and I need to clear my leave as many days as possible. Sigh...even you have plenty of annual leave, you still have trouble picking the dates for leave as there are deadline to rush and other tasks to monitor.

Regards, Joey

p.s: Maybe I'm lucky or something, the last few jobs I've worked offered such options as above. Anyway, an extra option is good.

thanks for all the replies. I am new in this and just want some clarifications. during CNY, staffs require to take 3 days compulsory leave. meaning staffs already taken advance leave from the following months ? if following months there is any urgent leave taken, meaning accumulated again till the day he/she want to resign but taken more advance leaves than he/she has earned, it needs to deduct from salary

also, can i get some advise that during probation period, if staff taken Medical Leave and provide Medical Slip as well. Company will consider as unpaid ?

Thanks

yes, some places have 0 annual leave for first year. this is still within employment act rules because you earn the leaves after service.
some place prorate so that if you get 12 day annual leave per year, you can only utilise one day a month or let it accumulate.
some place straight upfront give you 12 days, but of course if you resign early and have utilise the leave, they will deduct your pay.

as far as medical is concern, a medical cert from certified medical practitioner means they should not count as unpaid, probation or not. if they deduct you may complain to labour office.

my brother in the UK also has something like this - compulsory leave during Christmas when the company shuts down for a week.

yup! most company would encourage to clear all the leaves or bring forward.

otherwise will zerorize!

Jobbie123, what your company practises is common, nothing to worry about. They allow you to take advance leave is good. As some companies do not even allow you to take leave before you have earned it.

If you resign and you have taken advance leaves, of course they will deduct from your salary. Else, you think finance people stupid meh.

Compulsory leave is also common, some manufacturing companies shutdown 1-2 weeks per year, and everyone has to take leaves during the same period.

Yes this is valid and currently practiced in Malaysia.

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Added on October 23, 2010, 12:02 amThe best is to ask your HR Manager.

We can only speculate and talk based on what we know or experienced and it may not fit your current situation.

Some companies require MC ONLY FROM PANEL CLINIC. Even for Medical Leave, there is a cap of 14 days (common) per annum. Some companies are not that calculative but some will deduct as unpaid leave. Very subjective question.

This post has been edited by furryfluffy: Oct 23 2010, 12:03 AM

You are entitled to paid sick leave if only you've provided the necessary documentation under a few circumstances (Malaysian Labour Law).

Regards, Joey

p.s: It doesn't matter if you are a probationary or confirmed staff. It is a matter of irrelevance. However for Annual Leave (AL), it entirely another ball of game thou.

This post has been edited by Joey Christensen: Oct 25 2010, 11:01 AM