HRSINGAPORE Community Discussions
Company Closure or Shutdown
Hi HR practitioners,
Can I know if the company decided to have force leave e.g on eve of CNY, and staff do not have left, will you deduct their pay or grant advance leave for such closure?
We do not treat it as unpaid leave.
We grant advance leave so that they do not suffer an upfront cash cut. Your company’s management can decide the quantum offered basing on probably the duration of force shut down and the escaped risks.
Our company practice advance leave for such mandatory leave policy for staff under probation. In the event that the staff doesn't pass the probation, we will deduct his/her pay for the advance leave. Same practice for staff left with no leave, if he/she resigns, we will deduct from the pay.
In this situation, we will grant advance leave.
Our Company grants advance leave to the affected employees.
Granted advance leave.
My organisation declares such closure as unrecorded time-off for all staff. No AL deducted. Those on duty during these closures are allowed staggered time-off within one month, to be fair.
If the Company decides to have a shutdown, we will grant advance leave for staff who do have any left.
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