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Challenges in Leave Management

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Your employees are valuable, and even if you need them in the office, you know that free time is often the best thing for them. Everyone benefits when employees have a good work-life balance, which includes giving them the free time they need. Whether it is a vacation or a bereavement vacation, it is important for your company and your employees.

Of course, leave management in companies often leaves much to be desired. Some of the challenges listed here seem familiar to all recruiters and employees. If you face some of these challenges in your company, you will be happy that most of them are easy to overcome.

1. Follow-up of the holidays

The first challenge in managing holidays is to know who is entitled to what and when. Employees’ vacation days vary from one company to another. In different provinces, there are also different laws on how holidays are created. In Ontario, for example, employees are not entitled to leave until they have worked for their employer for a full year.

You may have different policies for sick leave, short-term disability leave and even long-term disability leave. You must follow your own internal guidelines, as well as external laws established by the government.

Some leave tracking systems are better than others. Monitoring downtime manually or in Excel spreadsheets means that someone has to update the files manually. If something is not entered correctly, holidays may be calculated incorrectly. Did anyone forget to record a sick day?

Instead of struggling with inefficient Leave management methods, you are investing in a new staff information system. The system’s ability to automatically update information makes monitoring sheets more efficient and accurate.

2. Errors in payroll accounting

Holiday management affects your payroll. Some holidays are paid, others are not. Depending on your policies, you may even offer your employees paid and unpaid leave in the same category. For example, you may offer two weeks of paid leave and an additional week of unpaid leave. It could even be the law in some places.

There is clearly a potential for error in this situation. How do I know if someone has used up all their paid leave and unpaid time? Your payroll software may not be able to discriminate. If no one informs the payroll manager, he or she cannot compensate the person adequately.

The solution? Automation and connectivity within your HRIS system. This integrated system ensures that accurate vacation information is transmitted to payroll. Since payroll managers can quickly and easily retrieve information from the system, it is much easier to know when a person needs to be paid for their leave.

3. Holiday policy

Your policies are also important when it comes to effectively managing your vacation. Do you consider that employees can take religious holidays? If they are led to consider non-Christian observations as unpaid holidays, they could work with a discriminatory policy. Be sure to review your policies to ensure that you treat everyone fairly.

Also, make sure that your policies comply with the letter of the law. Again, an HRIS can be useful. The system can help you track your compliance. A cloud-based solution is regularly updated and takes into account legislative changes to ensure that you stay informed of compliance.

4. Employee confusion

Do your employees know how their vacation accumulates? Are they aware of your policies on vacation leave or unused sick leave? One of the biggest problems with vacation management is that your employees may not know what they are entitled to or even how many vacations they have used.

Keep your employees informed of your policies and the time they have spent with you. Knowledgeable employees can make intelligent decisions about the use of their time.

These are just some of the challenges of holiday management. The good news is that there are solutions that not only just leave management but your HR activities as a whole.

Looking for an automated Human Resource Management system, we suggest you IceHrmwhich is one of the best HRIS systems which has so many HR functions automated into one system.

IceHrm is a Human resource management system for small and medium-sized organizations. This HRM software centralizes employee data and allows only one authorized person to access it, providing a high level of security. The presence module monitors employee time based on information about insertion and perforation. It covers all the basic HRM needs of a company such as Time Management, Attendance Management, Expense management, leave management, Recruitment management and handling employee information.

Key Features of IceHrm

Payroll Management
Time & Attendance Management
Document Management
Employee Self Service Management
Performance Management
Performance Appraisal
Benefits Management
Attendance management
Email Integration
Project Management
Workflow Management
Employee Lifecycle Management

Unlike the other popular HRM software, you can use one system for all HRM functions. As the other HRM software tools are designed for specific HRM functions separately, using IceHrm will benefit you to utilize all HRM functions in one software. There are three different editions in IceHrm. Each edition has different features. You have a choice to select which edition will suit your organization according to your HR requirements in the organization. Also, you can purchase the IceHrm software based on the number of employees in your organization.

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