Dear All,
The query relates to the minimum leaves allowed to employees. If an organization provides fewer leaves than what is defined in the Factory's Act or the Shops and Establishment Act, is there any negative impact?
From India, Ahmedabad
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The query relates to the minimum leaves allowed to employees. If an organization provides fewer leaves than what is defined in the Factory's Act or the Shops and Establishment Act, is there any negative impact?
From India, Ahmedabad
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Dear Friend, Law has to follow, if we breach it then we have to face it.
From India, Mumbai
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454From India, Mumbai
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Dear Julee Verma,
Understanding of two things precedes this type of question. One is the right understanding of the purpose and importance of leave provisions in labor law, and the other is the effect of non-compliance or contravention of such statutory provisions.
Whatever the standards of conditions of employment prescribed in every labor law are the minimum only and so are the types of leave and their scales. Generally, leave cannot be claimed as a matter of right by the employee, and prior sanction or approval by the employer is essential. But there are unforeseen circumstances like sudden illness of self or someone in the family of the employee, discharge of certain social obligations by the employee like any other member of the civilized society, etc. Therefore, every employer/manager is required to exercise his discretion reasonably. Otherwise, the employees would lose their job satisfaction gradually, resulting in unauthorized absence as well as a high employee turnover rate.
Violating the provisions of labor laws may be very easy, but its consequences are certainly costlier in the long run. Such employers will have to eventually face prosecution in Criminal Court, ending in conviction with heavy fines or imprisonment or both. Above all, such a practice of persistent violation will lead to employee unrest and unnecessary industrial disputes.
From India, Salem
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Understanding of two things precedes this type of question. One is the right understanding of the purpose and importance of leave provisions in labor law, and the other is the effect of non-compliance or contravention of such statutory provisions.
Whatever the standards of conditions of employment prescribed in every labor law are the minimum only and so are the types of leave and their scales. Generally, leave cannot be claimed as a matter of right by the employee, and prior sanction or approval by the employer is essential. But there are unforeseen circumstances like sudden illness of self or someone in the family of the employee, discharge of certain social obligations by the employee like any other member of the civilized society, etc. Therefore, every employer/manager is required to exercise his discretion reasonably. Otherwise, the employees would lose their job satisfaction gradually, resulting in unauthorized absence as well as a high employee turnover rate.
Violating the provisions of labor laws may be very easy, but its consequences are certainly costlier in the long run. Such employers will have to eventually face prosecution in Criminal Court, ending in conviction with heavy fines or imprisonment or both. Above all, such a practice of persistent violation will lead to employee unrest and unnecessary industrial disputes.
From India, Salem
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