Related Posts
[query] Is it a good idea to say a firm No due to medical reasons to a new night shift project I'm hired in?Accenture
I recently got a night shift project (2 days ago) that requires me to work from 10:30pm till 7:30am
I'm not comfortable with these timings and I'm thinking to ask my manager to put me on Bench (Due to medical reasons that involve mental health)
Is it a nice idea to say a firm No to a new project I'm hardlocked into, due to night shifts?
hello fishes,
need some advice.
my current ctc is 16 with 5.6 years of experience. I was a contract hire and parent company wants to hire me.
company is service based company.
my current title is senior analyst but they want to make me manager.
they are skipping tech lead and team lead positions.
they are ready to change 5 days working from earlier 6 days working.
they are asking me my expectations.
we are on client location and there is no one above us. Also team is not technically sound.FSS
More Posts
New to Fishbowl?
unlock all discussions on Fishbowl.




Wait, are we talking about protected leave or just a leave granted by a company policy? If it’s a protected leave, like FMLA, USERRA, or a state-level protected leave, you cannot consider that missed time as part of any personnel decision, including pay.
What kind of leave were they on? And did they request wage adjustments, or was that a decision made by the company? I think the answer would really depend on those two factors.
Pro
Following this post as it’s a great question with conflicting thoughts on how it should be handled. I’ve heard everything from a proration to a normal adjustment allocation for a merit or raise especially if someone was on a medical type of leave as that shouldn’t effect their rating and they should go by previous performance.
You would treat it as they didn’t go in leave. It should be solely based on performance.