Dr Paul John,email@example.com,08083658038
The management of FMC Jalingo, through the office of the Assistant Director of Administration, has issued one of most repressive and draconian civil service memos to her workers.
Meanwhile,every worker is entitled to an annual leave and it is a paid time off work granted by employers to employees to be used for whatever the employee wishes. It is an entitlement that an employee is qualified for after a one-year continuous service or employment. It is an accumulated paid off duties’ vacation that an employee is qualified for after a one year or yearly service in an organization. It is important to state right from the outset that paid annual leave is a statutory provision that employees are entitled to as provided for by the Nigerian Labour Act 1990 and other amendments. Section 18(1) of the Labour Act, states clearly that: “bEvery worker shall be entitled after twelve months continuous service to a holiday with full pay of (a)At least six working days, or (b)in the case of a person under the age of sixteen years (including apprentices), at least twelve working days.
Annual leave is different from approved public holidays which are not and should not be included when computing the leave entitlement period.if an employee’s leave is , let us say,ten working days and there are approved public holidays ,say ,two days that fall within the approved leave period of ten days, it then automatically means that the employee will earn his or her ten days plus the two days of public holidays thereby making it twelve working days.
The annual leave must be properly scheduled in such a way that the company’s operations do not suffer though this does not mean that annual leave should be denied of workers or prolonged unnecessarily. It is must be planned and adequately structured by HRM and the staff involved.
Section 18(2) of the Nigerian Labour Act states that:
“The holiday mentioned in subsection (1) of this section may be deferred by agreement between the employer and the worker: Provided that the holiday-earning period shall not thereby be increased beyond twenty-four months continuous service.
Banning annual leave for the months of November and December by the management of FMC Jalingo, infringes on the rights of the workers,because there are many reasons a worker will like to have his/her annual leave at a particular period of time .Let us look at some of the reasons workers go on annual leave .
The Need to Rest
The human body requires a significant amount of rest for better performance, and it will be unfair to treat the body as an un-serviceable machine that would finally break down under pressure.
The Need to Gain New Perspectives
When you are free from a monotonous daily routine, your senses and mind tend to perceive and process information differently.
The Need to Correct Negative Impressions
Annual Leave holiday helps the organization erase the misconception of without-me the organization cannot survive . Entrepreneur unconsciously creates the impression in the minds of their staff that employees are indispensable when they refused to allow them take some days off.
Corporate image-building are deliberate actions aimed at portraying the organization as a responsible corporate organisation . Good image is seen as a competitive edge and attracts the best hands to the organization. Good hands would like to take job roles in organizations that obey the laws and protect their interest including vacation.
The Need to Develop Leaders from within the Organization
When workers proceed on annual leave,immediate subordinates are given leadership opportunities. This arrangement has often brought out the best from such subordinates who show good leadership qualities and bring new ideas to the firm . When you give people the opportunities to act most of the time, it brings out the best in them.
In view of this , the onus lies on the management of an organisation to employ sufficient number of workers so that while any worker is on leave the lacuna will be filled by other workers available. In the UK, All workers have, from the first day of employment, the right to 5.6 weeks’ paid holiday per year. You can work out how many days off you should get by multiplying the number of days you work each week by 5.6. Employers are allowed to include the eight UK bank holidays within your statutory holiday entitlement. The law views holidays as just another business day. You probably already know that both federal and state law require most employers, but not all, to pay overtime. And some employees are exempt from overtime. If your employee is entitled to overtime, calculating pay can be a bit tricky.
Chapter Seven of Nigeria’s Civil Service Rule defines Human Resources Management ( HRM) as that part of the field of Management which provides for effective utilization of human resources to achieve both the objectives of the organization and the satisfaction and development of employees. It covers such diverse areas as human resource planning; job 49 analysis; staffing; training and development; compensation and benefits;
performance appraisal and management; industrial relations; staff welfare;disengagement etc. It is, as such, necessary to enhance the capabilities of employees and ensure that they possess the requisite level of competence,knowledge, skill and attitude which must be continually improved upon to increase productivity. This is the only viable way in which the civil service can
discharge its various responsibilities to the nation.
It goes ahead to recognize inability to recruit and retain the needed well-trained and skilled manpower; and low morale, especially among officers in the managerial and professional cadres arising from poor job satisfaction and low pay; as one of the numerous HRM challenges.
PROCEDURE FOR GRANTING ANNUAL LEAVE
Normally, an employee is expected to make a formal request for annual leave on or before the completion of one year of continuous service.This application should be made through his or her immediate supervisor; who will endorse same and send it to HRM. The reason for this is to ensure that operation is not affected negatively due to the shortage of manpower necessitated by absence from work by the worker.
It is the inalienable rights of the workers to plan with the management in choosing the most suitable timing for their annual leaves and such timing should be mutually benefiting to the two parties involved hence placing a ban on November and December annual leaves in FMC Jalingo benefits only the management at the detriment of the workers who may prefer their own leaves fall into any of these two months.