In Short Unpaid Leave Quiz

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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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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.