Hi All, Please mail me the details for the Casual Leave, Sick Leave & Privilege leave. Please also mail the calculation. Thanks & Regards.
From India, Pune
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1From India, Pune
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Dear Nidhi Joseph,
The number and eligibility of earned leave differ between the Factories Act and the Shops and Establishment Act. However, the total number of casual leave (CL), sick leave (SL), and earned leave (EL) amounts to about 40 days per year.
According to the Shops and Establishment Act:
- Eligibility: Any employee who has worked for 240 days
- CL: 12 days
- SL: 12 days
- EL: 18 days
As per the Factories Act:
- EL: Section 79 of the Act states that every employee who has physically worked for 240 days is entitled to one day of earned leave for every 20 days of physical attendance, totaling 18 days in a year.
For calculation purposes, certain days are considered, while others are excluded:
1. Availed earned leave during the last year
2. 12 weeks of maternity leave
3. Notified lay off
It's important to note that the term "year" refers to the calendar year. For more details, please refer to the Shops and Establishment Act and the Factories Act.
From India, Hyderabad
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The number and eligibility of earned leave differ between the Factories Act and the Shops and Establishment Act. However, the total number of casual leave (CL), sick leave (SL), and earned leave (EL) amounts to about 40 days per year.
According to the Shops and Establishment Act:
- Eligibility: Any employee who has worked for 240 days
- CL: 12 days
- SL: 12 days
- EL: 18 days
As per the Factories Act:
- EL: Section 79 of the Act states that every employee who has physically worked for 240 days is entitled to one day of earned leave for every 20 days of physical attendance, totaling 18 days in a year.
For calculation purposes, certain days are considered, while others are excluded:
1. Availed earned leave during the last year
2. 12 weeks of maternity leave
3. Notified lay off
It's important to note that the term "year" refers to the calendar year. For more details, please refer to the Shops and Establishment Act and the Factories Act.
From India, Hyderabad
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Dear Sir, As per my knowledge as per AP Shops & Establishment ACT. CL - 12, SL - 12 and EL’s - 15 days G.L.Rangaiah Manager - HR UANMAX Infra Limited
From India, Hyderabad
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From India, Hyderabad
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Hi, Please refer to the State wise Shops & Establishment Act for the leaves. With the change in the State the leaves also changes. Regards, Tarique Javed
From India, Gurgaon
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From India, Gurgaon
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Join Date: 19 Aug 2002
Location: Banaskantha
Posts: Teacher
Subject - Re: Calculation of PL, SL & CL
Hi,
Please refer to the State-wise Shops & Establishment Act for the leaves. With the change in the State, the leaves also change.
Regards,
Naresh Patel
From India, Mahesana
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Location: Banaskantha
Posts: Teacher
Subject - Re: Calculation of PL, SL & CL
Hi,
Please refer to the State-wise Shops & Establishment Act for the leaves. With the change in the State, the leaves also change.
Regards,
Naresh Patel
From India, Mahesana
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Hi,
Can anybody explain about the National holidays/festival holidays for leave calculation in the Factory Act? For example, if an employee works for 25 days in January with one National Holiday and has 5 weekly offs, should we consider 26 days or 25 days when calculating leave since the employee was physically present for 25 days?
In essence, the question is whether holidays (National & Festival) should be considered for leave calculation. Please guide.
Regards,
SLG
From India, Belgaum
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Can anybody explain about the National holidays/festival holidays for leave calculation in the Factory Act? For example, if an employee works for 25 days in January with one National Holiday and has 5 weekly offs, should we consider 26 days or 25 days when calculating leave since the employee was physically present for 25 days?
In essence, the question is whether holidays (National & Festival) should be considered for leave calculation. Please guide.
Regards,
SLG
From India, Belgaum
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Dear SLG,
Please note that a listed holiday or national holiday is a part of the time off given by the company to its employees and cannot be combined with other leaves unless the employee has taken another leave alongside it.
For example:
1) If the employee was present for 25 days + 1 holiday = 26 days of working.
2) If he/she was on leave the day before and after the holiday, then you can combine it with his/her leaves.
Hope this information is helpful to you.
From India, Meerut
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Please note that a listed holiday or national holiday is a part of the time off given by the company to its employees and cannot be combined with other leaves unless the employee has taken another leave alongside it.
For example:
1) If the employee was present for 25 days + 1 holiday = 26 days of working.
2) If he/she was on leave the day before and after the holiday, then you can combine it with his/her leaves.
Hope this information is helpful to you.
From India, Meerut
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hey i worked in Moshes. we have our cafes and hotels that co offer only 4 leave for the new joiny than what 2 do..........? Can we raise the question against this.
From India, Mumbai
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From India, Mumbai
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Dear Yagniah,
I need your guidance on the following. We are a Delhi-based logistics company with over 90 employees. We implement all policies with regards to PF/ESI/MEDICAL.
Currently, our company provides 36 leaves in total - AL-15, SL-6, CL-6, and 9+3 public holidays. I would like to confirm if this allocation is correct. Additionally, I need to know which leave types can be carried forward to the next year and how to calculate leave entitlement.
Thank you.
From India, New Delhi
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I need your guidance on the following. We are a Delhi-based logistics company with over 90 employees. We implement all policies with regards to PF/ESI/MEDICAL.
Currently, our company provides 36 leaves in total - AL-15, SL-6, CL-6, and 9+3 public holidays. I would like to confirm if this allocation is correct. Additionally, I need to know which leave types can be carried forward to the next year and how to calculate leave entitlement.
Thank you.
From India, New Delhi
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(Fact Checked)-The provided leave structure of AL-15, SL-6, CL-6, and 9+3 public holidays for a Delhi-based company with 90+ employees aligns with the standard leave practices. Leave calculation and carry-forward rules should comply with the Delhi Shops and Establishments Act, 1954. (1 Acknowledge point)
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Hi, Please let me know CL, SL & EL for Karnataka state also wants to understand about EL i.e working of days. Rgds,
From India, Pune
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From India, Pune
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Dear All,
The biggest employer in our country, the Government of India, counts days of weekly offs and national holidays as qualifying service for the computation of leave. The question of SLG about qualified service in the month of January if the employee is present for 25 days would be 31 days for earning PL/SL, etc. Only the days of absence/leave are to be deducted from the qualifying service period. One more principle - leave commences and ends as leave with no holidays in between. Holidays can be either prefixed or suffixed to the leave. However, a friend recently told me that his employer firm allows holidays in between the leave. Fine. A pro-employee move.
From India, Pune
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The biggest employer in our country, the Government of India, counts days of weekly offs and national holidays as qualifying service for the computation of leave. The question of SLG about qualified service in the month of January if the employee is present for 25 days would be 31 days for earning PL/SL, etc. Only the days of absence/leave are to be deducted from the qualifying service period. One more principle - leave commences and ends as leave with no holidays in between. Holidays can be either prefixed or suffixed to the leave. However, a friend recently told me that his employer firm allows holidays in between the leave. Fine. A pro-employee move.
From India, Pune
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Dear All,
Regarding Nidhi Ji Joseph's query, I would say that much depends upon the leave policy of the employer firm. Generally, leave should be computed for a calendar year. Casual leave should be allowed during the calendar year only. Un-availed casual leave should lapse on 31st December. PL and SL may be allowed to be carried forward for the next few years so that the employee does not avail of leave when he/she does not require it the most and should have sufficient PL/SL to his/her credit whenever a situation for leave arises - sudden sickness of self or members of the family, marriage, other exigencies, etc. The government and the public sector allow the accumulation of 300 days of earned leave. For sick leave, there is no limit. It can be accumulated to any number. It does not lapse. Public sectors may frame their own convenient rules keeping in mind the welfare of the working class and their urgency in hours of need. I have heard about a firm that does not permit carrying forward of PL/SL after one year. The employees are compulsorily granted leave encashment after completion of one year at a very low rate. This does not appear fair to me. Encashment may be allowed optionally. Otherwise, the employee should be allowed to carry forward his balance PL/SL for the future, with some limitations. Nidhi Ji, frame your rules, and then we would suggest you the computation formula. With regards,
From India, Pune
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Regarding Nidhi Ji Joseph's query, I would say that much depends upon the leave policy of the employer firm. Generally, leave should be computed for a calendar year. Casual leave should be allowed during the calendar year only. Un-availed casual leave should lapse on 31st December. PL and SL may be allowed to be carried forward for the next few years so that the employee does not avail of leave when he/she does not require it the most and should have sufficient PL/SL to his/her credit whenever a situation for leave arises - sudden sickness of self or members of the family, marriage, other exigencies, etc. The government and the public sector allow the accumulation of 300 days of earned leave. For sick leave, there is no limit. It can be accumulated to any number. It does not lapse. Public sectors may frame their own convenient rules keeping in mind the welfare of the working class and their urgency in hours of need. I have heard about a firm that does not permit carrying forward of PL/SL after one year. The employees are compulsorily granted leave encashment after completion of one year at a very low rate. This does not appear fair to me. Encashment may be allowed optionally. Otherwise, the employee should be allowed to carry forward his balance PL/SL for the future, with some limitations. Nidhi Ji, frame your rules, and then we would suggest you the computation formula. With regards,
From India, Pune
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hello sir Please send me expereince certiicateformat, offer latter format, apprasal letter format,warning letter format,
From India, New Delhi
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From India, New Delhi
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Sir,
I want complete CL, PL, and EL meanings for the purpose of enhancing our personal knowledge in the company.
My name is Vishnu P. Tailor, and I am an accountant at a private company.
Could you please provide information on the soft copy format used for the calculation, and how to interpret the meaning of leaves?
Thank you.
From India, Jaipur
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I want complete CL, PL, and EL meanings for the purpose of enhancing our personal knowledge in the company.
My name is Vishnu P. Tailor, and I am an accountant at a private company.
Could you please provide information on the soft copy format used for the calculation, and how to interpret the meaning of leaves?
Thank you.
From India, Jaipur
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sir , i want complet cl,pl, and el meaning for purpose we are personal knoledge in company base my name is vishnu p. tailor i am accountant pvt company what are showing soft copy formet it
From India, Jaipur
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From India, Jaipur
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LEAVE ENCASHMENT NOT INCLUDED IN WAGES FOR P. F. CALCULATION.pdf
CiteHR.AI
(Fact Checked)-[The information provided is accurate regarding the Casual Leave, Sick Leave, and Privilege Leave entitlements under the Shops and Establishment Act and Factories Act. The details about the number of days for each type of leave and eligibility criteria are correctly outlined. No amendments needed.] (1 Acknowledge point)