IN Short Unpaid Leave Quiz

1.

Short unpaid leave is counted in working days.
- A.
  
  True
- B.
  
  False
Correct Answer
B. False

Explanation
Short unpaid leave is not counted in working days because it is an absence from work without pay. Therefore, it does not contribute to the total number of days worked.

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2.

A member will be deducted 1 PL & 1 CL for every 30 days of Short Unpaid leave.
- A.
  
  True
- B.
  
  False
Correct Answer
A. True

Explanation
This statement suggests that for every 30 days of Short Unpaid leave, a member will have 1 PL (Paid Leave) and 1 CL (Casual Leave) deducted from their leave balance. This means that if an employee takes short unpaid leave for 30 days, they will lose 1 PL and 1 CL. Therefore, the answer "True" indicates that the statement is correct.

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3.

We will require the approval of the HRBP and the Local HR for short unpaid leaves less than 30 days.
- A.
  
  True
- B.
  
  False
Correct Answer
B. False

Explanation
The statement is false because it states that the approval of both the HRBP and the Local HR is required for short unpaid leaves less than 30 days. However, the statement does not mention any specific requirement for approval, so it cannot be assumed that both HRBP and Local HR approval is necessary. It is possible that only one of them needs to give approval or there may be other individuals or departments involved in the approval process. Therefore, the statement is not entirely accurate.

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4.

There are 2 documents required for short unpaid leave.
- A.
  
  True
- B.
  
  False
Correct Answer
B. False

Explanation
The statement suggests that there are only 2 documents required for short unpaid leave, but the correct answer is false. This implies that there are more than 2 documents required for short unpaid leave.

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5.

A member could only avail the Short Unpaid Leave when he/she already has exhausted all his/her Privileged Leave.
- A.
  
  True
- B.
  
  False
Correct Answer
A. True

Explanation
This statement is true because Short Unpaid Leave can only be taken when an employee has already used up all their Privileged Leave. This means that if an employee still has any Privileged Leave remaining, they cannot take Short Unpaid Leave. It implies that Short Unpaid Leave is a last resort option for employees who have already used up all their other leave entitlements.

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6.

If the member still has a PL balance left in his/her balance, inform the member to utilize the PL’s first before using Short Unpaid leave.
- A.
  
  True
- B.
  
  False
Correct Answer
A. True

Explanation
The statement suggests that if a member has a PL (Paid Leave) balance remaining, they should use it before using Short Unpaid leave. This implies that the organization encourages the utilization of paid leave first to ensure that employees take advantage of their entitled benefits. By doing so, the company promotes a healthy work-life balance and ensures that employees are compensated for their time off. Therefore, the correct answer is true.

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7.

Where do we process/record the short unpaid leave deduction in the professional form?
- A.
  
  Assignment page
- B.
  
  Address page
- C.
  
  Others
- D.
  
  Accruals Page
Correct Answer
A. Assignment page

Explanation
In the professional form, the short unpaid leave deduction is processed/recorded in the Assignment page. This page is specifically designed to capture and manage the details of an employee's assignments, including any deductions or changes related to their leave status. Therefore, it is the most appropriate place to record the short unpaid leave deduction accurately and ensure it is reflected in the employee's records.

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8.

Member X has booked 70 days of short unpaid leaves, how many unpaid reduction will we place in the records of member X?
- A.
  
  7
- B.
  
  2
- C.
  
  3
- D.
  
  5
Correct Answer
B. 2

Explanation
Member X has booked 70 days of short unpaid leaves. The question asks how many unpaid reductions will be placed in the records of member X. Since each day of short unpaid leave counts as one unpaid reduction, the correct answer is 2.

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9.

If the PL entitlement is zero (date tracked on the first day of the leave), approve the leave and make sure to have the approval of the local HR and the HRBP.
- A.
  
  True
- B.
  
  False
Correct Answer
A. True

Explanation
If the PL (Paid Leave) entitlement is zero on the first day of the leave, it is still possible to approve the leave. However, it is important to ensure that the approval is obtained from both the local HR and the HRBP (HR Business Partner). This suggests that even if an employee does not have any remaining paid leave entitlement, there may be circumstances where their leave can still be approved, but it requires the involvement and approval of the relevant HR personnel.

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10.

If we place a short unpaid leave reduction for PL, what element do we choose in the “entries” of the professional form in order to make the deduction?
- A.
  
  Holiday
- B.
  
  Privileged leave Adjustment
- C.
  
  Holiday Adjustment
- D.
  
  Short Unpaid Leave Adjustment
Correct Answer
C. Holiday Adjustment

Explanation
In order to make the deduction for a short unpaid leave reduction for PL, we choose the "Holiday Adjustment" element in the "entries" of the professional form. This suggests that the deduction will be made from the employee's holiday balance as a result of taking a short unpaid leave.

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11.

Which of the following is not included in the Step by step LPS process?
- A.
  
  Check the entitlement balance
- B.
  
  Make the necessary deductions
- C.
  
  Approve the request
- D.
  
  Seek the approval of the local HR and the HRBP
- E.
  
  Close the WAT case
- F.
  
  Seek the approval of the Service area manager
- G.
  
  Inform the member.
Correct Answer
F. Seek the approval of the Service area manager
12.

If we place a short unpaid leave reduction for CL, what element do we choose in the “entries” of the professional form in order to make the deduction?
- A.
  
  Holiday
- B.
  
  Contingency leave adjustment
- C.
  
  Holiday Adjustment
- D.
  
  Short unpaid leave adjustment
Correct Answer
B. Contingency leave adjustment

Explanation
To make the deduction for a short unpaid leave reduction for CL in the "entries" of the professional form, we would choose the element "Contingency leave adjustment". This element is specifically designed to account for adjustments related to contingency leaves, which would include short unpaid leaves.

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13.

We place the unpaid deduction effective on the start date of the leave.
- A.
  
  True
- B.
  
  False
Correct Answer
A. True

Explanation
The statement is saying that when an employee takes a leave, any unpaid deductions will be effective starting from the first day of the leave. This means that the employee will not be paid for those deductions during their leave period. This statement is true because it suggests a specific policy regarding unpaid deductions during leaves.

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14.

Step by Step LPS process
- A.
  
  Check the entitlement balance
- B.
  
  Seek the approval of the local HR and HRBP
- C.
  
  Approve the request
- D.
  
  Make the necessary deductions
- E.
  
  Inform the member
- F.
  
  Close WAT case
- G.
  
  Clarify with the local HR if we will approve the leave or not.
Correct Answer(s)
A. Check the entitlement balance
B. Seek the approval of the local HR and HRBP
C. Approve the request
D. Make the necessary deductions
E. Inform the member
F. Close WAT case

Explanation
The correct answer provides a step-by-step process for handling LPS (Leave of Absence, Personal Leave, and Sabbatical) requests. The process begins by checking the entitlement balance to ensure the employee has enough leave days available. Then, the approval of the local HR and HRBP is sought. Once approved, the request can be officially approved, and the necessary deductions from the entitlement balance can be made. The employee is then informed about the approval and the case can be closed. It is mentioned that clarification with the local HR is needed to determine whether the leave will be approved or not, but this step is not included in the correct answer.

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15.

Short unpaid leave is counted in ( ) days.

Correct Answer(s)
Calendar
calendar

Explanation
Short unpaid leave is counted in calendar days. This means that the number of days taken for short unpaid leave is calculated based on the actual dates on the calendar, regardless of whether they fall on working days or weekends. The term "calendar" in this context refers to the standard system of measuring time based on the Gregorian calendar.

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4

In Short Unpaid Leave Quiz

Short unpaid leave is counted in working days.

A member will be deducted 1 PL & 1 CL for every 30 days of Short Unpaid leave.

We will require the approval of the HRBP and the Local HR for short unpaid leaves less than 30 days.

There are 2 documents required for short unpaid leave.

A member could only avail the Short Unpaid Leave when he/she already has exhausted all his/her Privileged Leave.

If the member still has a PL balance left in his/her balance, inform the member to utilize the PL’s first before using Short Unpaid leave.

Where do we process/record the short unpaid leave deduction in the professional form?

Member X has booked 70 days of short unpaid leaves, how many unpaid reduction will we place in the records of member X?

If the PL entitlement is zero (date tracked on the first day of the leave), approve the leave and make sure to have the approval of the local HR and the HRBP.

If we place a short unpaid leave reduction for PL, what element do we choose in the “entries” of the professional form in order to make the deduction?

Which of the following is not included in the Step by step LPS process?

If we place a short unpaid leave reduction for CL, what element do we choose in the “entries” of the professional form in order to make the deduction?

We place the unpaid deduction effective on the start date of the leave.

Step by Step LPS process

Short unpaid leave is counted in ( ) days.