(0:01)So now we will discuss how you'll be adding a leave category in the system.
(0:06) For adding a leave category. You have to navigate to the control panel -> settings and then leave section.
(0:12) Once you come onto the leave section, scroll down to the section of add leave category. Here, You will be prompted to add all the details regarding a new leave category that you're creating.
(0:23) You have to enter the title, any short name that you want to enter for that particular leave.
(0:27) For example, if it is a casual leave, you can enter the short name as cl. Any description you want
to add for the respective leave you can add here.
(0:37) You can define the frequency for the, uh, leaves to be credited in this category, whether it is monthly
or a quarterly basis or annually basis.
(0:46) In case of maternity leave, it could be once, in case of, any privilege leave or any casual leave.
(0:53) You can select the monthly or annually, whatever policy is there in your company according to which you can define the frequency of the credit of the leaves from here.
(1:03) Then what is the minimum leave period that is allowed for a particular category if it is a full day,
half day, or quarter day?
(1:10) So you can also define those as well, whatever duration is allowed in your company.
(1:15) For the minimum leave duration, you can define it from here. Then we have certain options
where you can put restrictions before any leaves can be applied.
(1:28) Or what is the number of days that leaves can be applied, the minimum and maximum number of days you can, put in, from your perspective here.
(1:41) Like according to the policy, there is an option that, okay, only before two days, the leave should be applied.
(1:47)This particular leave category. So you can define minimum number of days before which the leave should be applied by employee.
(1:56) Okay? So before three days, any employee has to apply the leave only after the, then they can apply the leave.
(2:03) Otherwise, uh, not because this is the rule that has been mentioned here in the settings
for this particular leave category.
(2:10) Then you can also define any instance of the leave in one instance consecutively. How many leaves can be applied, maximum leaves that are allowed in a year or a month.
(2:21) You can also define those maximum instances
and maximum leave days as well.
(2:25)
If you want to restrict the employee to apply any leave
for future calendar year.
(2:33)
This January happens at the end of the year, like uh,
in December, maybe people are applying for leaves
for the month of January.
(2:37)
So if you enable this option, uh, they will not be able
to do so for the future calendar year in case you want.
(2:45) Okay? For future leave days. Also, they cannot apply, like in case of sick leave,
they cannot apply for a future leave day.
(2:53) So you can put these restrictions here accordingly.
(2:56) You can also define the approvals for the leave requests that are being, raised by the employees.
(3:01) Whether it should be approved or manager approved. You can define whether it should be a single approval by an admin or a manager.
(3:10) And the status should be approved or if it should be should go through two level of approvals.
(3:16) So in this case, what will happen when the manager approve approves it, it'll show as manager approved.
(3:21) And then when the admin approves it, finally it'll show as approved.
(3:25) You can also see this in the description that is provided by clicking on this question mark option.
(3:31) Then you can restrict the employees from applying for leave if on the base of the service status
and the experience.
(3:39) In case their service status is, uh, under notice or probation. You don't want them to apply for this leave category.
So you can put those restrictions from here.
(3:47)
If their probation, if they're on under notice,
you don't want them to apply
for this particular leave.
(3:53)
In case of experience in case someone has six months
of experience, then only they can apply this leave.
(3:59)
So if uh, experience is less than six months,
no one should be able to apply this leave accordingly.
(4:08)
Also, we have an option
of do not credit leave automatically.
(4:11)
Service status is, uh, under notice
or confirmation.
(4:16)
Or whatever status you want
to define whatever service status is there.
(4:23)
You want that according
to which the leave should not be credited.
(4:29)
You want to enable any tax rule.
You can also enable the TA tool from here.
(4:35)
Whatever requirement
or whatever policy is defined, the TA rule that is applied
for this particular category.
(4:41)
You can choose that and accordingly
define the TA rule from here.
(4:45)
If it is considered weeks in between multiple leave count,
do not allow leave application.
(4:54) So you can define all of those things in the TAT rule. Then if you come to the right side of the page,
you can define the event.
(5:00) In case it is a, uh, one time birthday leave you provide. So you can choose the event as a birthday
or a work anniversary.
(5:09) Then we have an option of end cashable. If the leave is encashable, you can choose the end cashable option.
(5:17) Or if it is allowed, that leave can be carried forward as well.
(5:22)
Uh, then you can also define the expire
of the leave.
(5:28)
This is mostly used when it is a comp of, uh,
credit request comp of leaves.
(5:30)
So you can select the expiry,
monthly, quarterly, half yearly.
(5:37)
Then we have an option of allowing employees to apply
for leave credits compensatory for this category.
(5:46)
So you can make a a different category as comp of
and allow for employees to raise the leave credit request.
(5:55)
Whenever they work on any weekend or a holiday.
(5:59) They can raise the comp of request against this category.
(6:02) In how many days you want to expand this compensation of. You can also define whether it is 60 days or 90 days. And what should be the unit of the credit request.
(6:12) You can configure that as well by choosing the full day, half day or quarter day.
(6:16) Then in case it is a loss of a category,
you can also allow the balance could be negative.
(6:23) Otherwise the balance will not be negative
according to the policy. Then we have consider non-approved leaves.
(6:34) So if someone has applied the leaves but the manager has not yet approved it. You want that they should not apply more than the balance.
(6:48)
So the leave applied but not approved will also be deducting from the leave balance.
(6:58) And in case they don't have sufficient balance, there should be a warning showing accordingly. Uh, you can also enable do not allow the employer manager to apply leave in notice period. Any document is required in case it is a sick leave. You can make it optional or required.
(7:16)
In how many days the leave would require a document, you can define it here. If you wanna get the leave should be auto approved in case the manager is not approving it.
(7:34)
Okay, five days manager has not approved it,
it'll be auto approved.
(7:40)
Then if you want to hide any leave from employees,
you can also hide the leave from employees.
(7:49)
This leave category should not be visible to the employees.
(7:59)
In case there is no sandwich policy in your leave policy,
you can disable this option.
(8:05) If the sandwich policy is there,
you can check mark the options accordingly.
(8:13) Week off in between leaves or week off after leaves,
holidays in between leaves. You can accordingly check mark the sandwich leave policy. Any leave grab restriction you want, you can put it here.
(8:34)You want to transfer any leaves to this category. Any advanced rules you want to explore, you can go to advanced rules. And accordingly configure the same from here.
(8:51) After doing all these, adding the leave category,
defining what all things are required.
(9:03) You can click on the add option and the leave category will be added in the below section. As you can see, we can see the previously added leave categories.