Dear Friends,
I belong to a software company with a workforce of 20 IT professionals. Kindly advise me on the types of leave that can be given and the duration. Also, let me know about the leave encashment procedure.
Thank you in advance.
Regards,
Skg
From India, Pune
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4I belong to a software company with a workforce of 20 IT professionals. Kindly advise me on the types of leave that can be given and the duration. Also, let me know about the leave encashment procedure.
Thank you in advance.
Regards,
Skg
From India, Pune
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Most companies follow the same leave policy. I don't think there is a special rule or act that is laid down for an IT company in respect of leaves.
So, 1/2 day casual and 1/2 sick leave can be given for each completed month. Also, 15 PL for every completed year of work.
From India, Bangalore
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So, 1/2 day casual and 1/2 sick leave can be given for each completed month. Also, 15 PL for every completed year of work.
From India, Bangalore
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Well I am also from IT Industry and there is no difference in the leave policy of IT Industry with the other industry.
From China, Guangzhou
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From China, Guangzhou
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Hi,
Below is the leave policy followed by one of the IT companies. I hope you find it useful.
LEAVE POLICY
PAID LEAVE
In order to simplify procedures, all categories of leave have been clubbed under a single paid leave umbrella.
Policy/Procedure:
- The purpose of Paid Leave is to enable the Employee to have necessary rest and recuperation of energy, to spend quality time with his/her family, and for emergencies.
- Paid Leave is calculated on a calendar basis, i.e., from January to December.
- An Employee will be entitled to 24 working days of Paid Leave in a year.
- Out of the 24 days of leave credited for the year, any unavailed Paid Leave in excess of 10 days at the end of the year will lapse automatically. In other words, not more than 10 days of leave will be carried forward to the next year.
- All Employees are required to submit a leave plan to their Development center manager and project manager at LiquidHub USA/India each quarter, stating when they intend to take Paid Leave of 5 days or more during the quarter.
- An Employee who joins the Company other than on the 1st day of January shall be entitled to earn the leave in that respective year on a pro-rata basis.
- Employees should submit an Application for leave in the prescribed format 7 days in advance to their Development center manager and inform the respective project manager in LH USA unless it is an emergency. Even leave of a casual nature needs prior approval.
- All leave will be sanctioned by the Development Center Manager and sent to HR for records.
- Paid leave cannot be encashed for more than 7 days in any year, subject to a balance of at least 15 days being available. The overall limit on encashment is 28 days.
- In order for us as an employer to respect the much-needed employee leisure time, compulsory paid leave is provided for. Employees must avail a continuous paid leave of a minimum of seven days in a year. This can be conveniently combined with Leave Travel facility.
Maternity Leave
Entitlement: 12 weeks each for a maximum of 2 deliveries. Excess leave thereafter has to be applied from Paid Leave if any.
Application:
Application for maternity leave should be submitted well in advance as far as possible. A medical certificate/fitness certificate should be submitted at the time of resumption of duties.
Paternity Leave: Two days subject to a maximum of two such occasions in all.
From,
Phanish
From India, Hyderabad
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Below is the leave policy followed by one of the IT companies. I hope you find it useful.
LEAVE POLICY
PAID LEAVE
In order to simplify procedures, all categories of leave have been clubbed under a single paid leave umbrella.
Policy/Procedure:
- The purpose of Paid Leave is to enable the Employee to have necessary rest and recuperation of energy, to spend quality time with his/her family, and for emergencies.
- Paid Leave is calculated on a calendar basis, i.e., from January to December.
- An Employee will be entitled to 24 working days of Paid Leave in a year.
- Out of the 24 days of leave credited for the year, any unavailed Paid Leave in excess of 10 days at the end of the year will lapse automatically. In other words, not more than 10 days of leave will be carried forward to the next year.
- All Employees are required to submit a leave plan to their Development center manager and project manager at LiquidHub USA/India each quarter, stating when they intend to take Paid Leave of 5 days or more during the quarter.
- An Employee who joins the Company other than on the 1st day of January shall be entitled to earn the leave in that respective year on a pro-rata basis.
- Employees should submit an Application for leave in the prescribed format 7 days in advance to their Development center manager and inform the respective project manager in LH USA unless it is an emergency. Even leave of a casual nature needs prior approval.
- All leave will be sanctioned by the Development Center Manager and sent to HR for records.
- Paid leave cannot be encashed for more than 7 days in any year, subject to a balance of at least 15 days being available. The overall limit on encashment is 28 days.
- In order for us as an employer to respect the much-needed employee leisure time, compulsory paid leave is provided for. Employees must avail a continuous paid leave of a minimum of seven days in a year. This can be conveniently combined with Leave Travel facility.
Maternity Leave
Entitlement: 12 weeks each for a maximum of 2 deliveries. Excess leave thereafter has to be applied from Paid Leave if any.
Application:
Application for maternity leave should be submitted well in advance as far as possible. A medical certificate/fitness certificate should be submitted at the time of resumption of duties.
Paternity Leave: Two days subject to a maximum of two such occasions in all.
From,
Phanish
From India, Hyderabad
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Hi Phanish,
Can you tell me if it is compulsory for a company to provide for leave encashment? Because some companies I know do not provide any kind of leave accumulation facility. The leave accumulated with you is not carried forward to the next year.
Kindly help me clear my doubt.
Regards,
Skg
From India, Pune
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Can you tell me if it is compulsory for a company to provide for leave encashment? Because some companies I know do not provide any kind of leave accumulation facility. The leave accumulated with you is not carried forward to the next year.
Kindly help me clear my doubt.
Regards,
Skg
From India, Pune
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Hi Skg, It’s not compulsory that a company should provide for leave encashment.It depends upon the company’s policy. from Phanish
From India, Hyderabad
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From India, Hyderabad
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Hi Sherine,
I am an HR executive at a startup IT company. I intend to follow a leave policy which has 18 Earned Leaves (EL) and 12 Sick Leaves (SL). Can SL be carried forward and encashed? Is it mandatory to give Casual Leave (CL)?
I understand that maternity leave, paternity leave, and special leave are separate from the above-stated leaves. Please guide me on the above.
Suggestions and views from others are also welcome.
Regards,
Ramesh K
9880804822
From India, Bangalore
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I am an HR executive at a startup IT company. I intend to follow a leave policy which has 18 Earned Leaves (EL) and 12 Sick Leaves (SL). Can SL be carried forward and encashed? Is it mandatory to give Casual Leave (CL)?
I understand that maternity leave, paternity leave, and special leave are separate from the above-stated leaves. Please guide me on the above.
Suggestions and views from others are also welcome.
Regards,
Ramesh K
9880804822
From India, Bangalore
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Hi Ramesh,
You are being a very good employer by giving 18 EL and 12 CL. I believe you will extend the same kind of numbers for the SL as well. Normally, CL and SL are not carried forward. However, this is not a rule. There are companies that carry forward them as well. However, it is my suggestion that you do not carry forward CL and SL. Just carry forward the EL.
And yes, Maternity leave of 12 weeks is not included in this. I don't think it is mandatory for an organization to provide for paternity leave, though I think most progressive and employee-friendly organizations are making provisions for these as well. This again is something that needs to be decided at the policy level.
Hope this is useful.
Thanks
From India, Bangalore
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You are being a very good employer by giving 18 EL and 12 CL. I believe you will extend the same kind of numbers for the SL as well. Normally, CL and SL are not carried forward. However, this is not a rule. There are companies that carry forward them as well. However, it is my suggestion that you do not carry forward CL and SL. Just carry forward the EL.
And yes, Maternity leave of 12 weeks is not included in this. I don't think it is mandatory for an organization to provide for paternity leave, though I think most progressive and employee-friendly organizations are making provisions for these as well. This again is something that needs to be decided at the policy level.
Hope this is useful.
Thanks
From India, Bangalore
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Hi Phanish and all,
[quote="Phanish"]PAID LEAVE
In order to simplify procedures, all categories of leave have been clubbed under a single paid leave umbrella.
As you said, if you are clubbing the paid leaves under one umbrella, isn't it possible that manipulations can occur on a large scale? For example, if we are availing 32 paid leaves plus national holidays in a year, what if an employee takes leave for a month or takes leaves frequently? What if there is an emergency case, and they inform us they have to go on leave for 3-4 days? (Of course, we cannot deny them their right to take the availed paid leaves).
How are the leave deductions/calculations done? Do we set a limit on the leave that can be taken each month? What are the various criteria in categorizing unpaid leave?
Which will be an ideal leave policy in an IT industry?
I am an HR personnel working for an IT firm in Chennai. The workforce in my organization is 40. Please let me know your suggestions.
Thank you.
From India, Madras
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[quote="Phanish"]PAID LEAVE
In order to simplify procedures, all categories of leave have been clubbed under a single paid leave umbrella.
As you said, if you are clubbing the paid leaves under one umbrella, isn't it possible that manipulations can occur on a large scale? For example, if we are availing 32 paid leaves plus national holidays in a year, what if an employee takes leave for a month or takes leaves frequently? What if there is an emergency case, and they inform us they have to go on leave for 3-4 days? (Of course, we cannot deny them their right to take the availed paid leaves).
How are the leave deductions/calculations done? Do we set a limit on the leave that can be taken each month? What are the various criteria in categorizing unpaid leave?
Which will be an ideal leave policy in an IT industry?
I am an HR personnel working for an IT firm in Chennai. The workforce in my organization is 40. Please let me know your suggestions.
Thank you.
From India, Madras
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:( Hi, This is Seema , i am new in this function. i joined as a HR in IT company and i need to make handbook of employees please let me know about the leaves also. Thanks Seema
From India, Delhi
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From India, Delhi
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Hi, I am just a student, but would like to know some facts about leaves. Forgive me if my questions seem stupid. Is the maternity leave treated separately from EL, SL, and CL? How many days are usually given in companies as paternity leave?
Thank you.
From India
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Thank you.
From India
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Hi, I am just a student, but would like to know some facts about leaves. Forgive me if my questions seem stupid. Is the maternity leave treated separately from EL, SL, and CL? How many days are usually given in companies as paternity leave?
Akshay
From India
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Akshay
From India
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Hello, I am Sangeeta, in the final year of my MBA program. I would like to know how to proceed with the topic "Comparative study on leave policy of the IT industry." If the survey is conducted through a questionnaire, whom should I target for the sample? What kinds of questions should I ask in the survey? Please reply to me as soon as possible. Thank you.
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Hi ,
I am also working in an IT company and i have mentioned below the leave policy of my comany for ur reference.
1. Policy Statement & Objective:
Leaves are provided to meet some social emergencies and for managing stress. Leaves cannot be availed as a matter of right
2. Guidelines for taking leave:
¡P Leaves can¡¦t be claimed as a matter of right.
¡P Leave eligibility would be on a calendar year basis and is the maximum eligibility in a year. Availing of leave, however, can be done upto the entitlement limit.
¡P Leave sanctioning authority has the full discretion to refuse, revoke or curtail the leave when required.
¡P All leaves will be granted keeping in view exigencies of Company work and will be at the sole discretion of the Company.
¡P Information for the leave does not mean the approval. It is strongly recommended to get the leave/s approved before proceeding for it.
¡P All leave applications need to be sent to immediate superiors for sanction. The superior will intimate the HR of the leaves sanctioned. The sanction would be done on the leave application (hard copy only) itself, which would be signed by HR after updating the leave records for purposes of leave eligibility.
¡P Deviations with respect to availing leave can be permitted in case of exigency (Marriage, Death or Birth) jointly only by Human Resources Manager and CEO on recommendation of Department Manager. (The total eligibility quantum, however, cannot be exceeded).
¡P Except during sickness, employees are advised to plan their leave/s in advance and get it sanctioned before proceeding on leave. In rare case, if one cannot do so, due to emergency, the leave has to be applied for within 48 hrs after the employee resumes his/her duties. Leave applied afterwards but not sanctioned will be considered as absent.
¡P Leaves taken without the leave approval form will be considered as ¡§Leave without notice¡¨ and will result in loss of pay for the day/s.
¡P All leaves should be applied in ¡§Standard Leave Form¡¨ available with HR or through the online application
¡P For members who join in the middle of the leave year, eligibility would be calculated on a prorated basis.
¡P An employee proceeding on leave shall properly hand over the charge of work to his/her reporting authority or to the employee who has been identified by the reporting authority to take over his/her duties during his/her absence.
¡P PAID LEAVE :In order to simplify procedures all categories of leave have been clubbed under a single paid leave umbrella.
3. Applicability
These leave guidelines will be applicable to:
All salaried employees of the company. These would include probationers also.
4. Paid Leaves
¡P Leaves are provided to meet some social emergencies and for managing stress. Also to enable the Employee to have necessary rest and recuperation of energy, to spend quality time with his/her family and for some emergencies
¡P All categories of leave have been clubbed under a single paid leave umbrella.
¡P Paid Leave is calculated on calendar basis i.e. from January 1st to December 31st of every year.
¡P An Employee will be entitled for 24 working days Paid Leave in a year.
¡P An employee cannot avail more than 2 paid leaves a month for the first 6 months of every year i.e. the first half of the year (January 1st ¡V 30th June) and then for the rest half of the year (July 1st to December 31st) there is no such criteria.
Deviations with respect to availing leave can be permitted in case of exigency (Marriage, Death or Birth) jointly only by Human Resources Manager and CEO on recommendation of Department Manager. (The total eligibility quantum, however, cannot be exceeded).
¡P Out of 24 days leaves credited for the year, any un-availed Paid Leave in excess of 10 days, at the end of the year will lapse automatically. In other words not more than 10 days leave will be carried forward to next year.
¡P An Employee who joins theƒ¨ Company other than the 1st day of January, shall be entitled to earn the leave in that respective year on a pro-rata basis
¡P All Employees are required to submit a leave application to their immediate superior/Team Lead / Development manger when he/she intends to take Paid Leave.
¡P Employees should submit Application for leave in the prescribed format, 48 hrs in advance to his/her immediate superior/Team Lead / Development manger and inform unless it is an emergency.
¡P All leave will be sanctioned by the immediate superior and sent to HR for records.
¡P An employee proceeding on leave shall properly hand over the charge of work to his/her reporting authority or to the employee who has been identified by the reporting authority to take over his/her duties during his/her absence
¡P If the employee remains absent beyond the period of leave originally granted or
subsequently extended with approval, for a period exceeding ten consecutive
days, he shall be considered as having voluntarily abandoned his employment
and left the services of the Company without due notice with effect from the date
of his absence. The management will strike off such employee¡¦s name from the
rolls of the Company without serving any notice after the expiry of ten
consecutive days beyond the approved period of leave.
The above condition shall also apply when an employee remains absent
without prior sanction of leave.
¡P Paid leave cannot be encashed for more than 7 days in any year subject to a balance of at least 15 days being available. The overall limit on encashment is 28 days.
5. Weekly OFF Days & Holidays During The LEAVE PERIOD
For all types of leave, weekly off days/holidays will be considered as leave if they fall within the total leave period. However, they will be excluded if they prefix or suffix the leave period. If leave is taken on both sides of the holiday(s), will be included.
6. Off Days and Paid Holidays:
6.1 Weekly Off Days
¡P The working week will be of five days for all employees normally Monday to Friday.
6.2 Paid Holidays¡P
All permanent employees are eligible for paid holidays in a calendar year.
¡P Paid holidays are selected on the basis of National holidays / local festivals celebrated, depending on the location of the office.
¡P The total number of holidays will be decided by the Company every year.
¡P HR will release the List of Holidays by 25th of December every year for the next coming year
7.Note ¡P Leave Rules as formulated by the Company from time to time and intimated to all employees will apply.
¡P Management reserves right to grant any leave due or not due
Date:
Acknowledgement for Leave Policy (Version: 1.0)
I have gone through the aforesaid terms of the Leave Policy (version 1.0) and have fully understood the same. I hereby accept the above terms and conditions of leave associated with my appointment with _______ (¡§Company¡¨) stated herein above.
From India, Chandigarh
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I am also working in an IT company and i have mentioned below the leave policy of my comany for ur reference.
1. Policy Statement & Objective:
Leaves are provided to meet some social emergencies and for managing stress. Leaves cannot be availed as a matter of right
2. Guidelines for taking leave:
¡P Leaves can¡¦t be claimed as a matter of right.
¡P Leave eligibility would be on a calendar year basis and is the maximum eligibility in a year. Availing of leave, however, can be done upto the entitlement limit.
¡P Leave sanctioning authority has the full discretion to refuse, revoke or curtail the leave when required.
¡P All leaves will be granted keeping in view exigencies of Company work and will be at the sole discretion of the Company.
¡P Information for the leave does not mean the approval. It is strongly recommended to get the leave/s approved before proceeding for it.
¡P All leave applications need to be sent to immediate superiors for sanction. The superior will intimate the HR of the leaves sanctioned. The sanction would be done on the leave application (hard copy only) itself, which would be signed by HR after updating the leave records for purposes of leave eligibility.
¡P Deviations with respect to availing leave can be permitted in case of exigency (Marriage, Death or Birth) jointly only by Human Resources Manager and CEO on recommendation of Department Manager. (The total eligibility quantum, however, cannot be exceeded).
¡P Except during sickness, employees are advised to plan their leave/s in advance and get it sanctioned before proceeding on leave. In rare case, if one cannot do so, due to emergency, the leave has to be applied for within 48 hrs after the employee resumes his/her duties. Leave applied afterwards but not sanctioned will be considered as absent.
¡P Leaves taken without the leave approval form will be considered as ¡§Leave without notice¡¨ and will result in loss of pay for the day/s.
¡P All leaves should be applied in ¡§Standard Leave Form¡¨ available with HR or through the online application
¡P For members who join in the middle of the leave year, eligibility would be calculated on a prorated basis.
¡P An employee proceeding on leave shall properly hand over the charge of work to his/her reporting authority or to the employee who has been identified by the reporting authority to take over his/her duties during his/her absence.
¡P PAID LEAVE :In order to simplify procedures all categories of leave have been clubbed under a single paid leave umbrella.
3. Applicability
These leave guidelines will be applicable to:
All salaried employees of the company. These would include probationers also.
4. Paid Leaves
¡P Leaves are provided to meet some social emergencies and for managing stress. Also to enable the Employee to have necessary rest and recuperation of energy, to spend quality time with his/her family and for some emergencies
¡P All categories of leave have been clubbed under a single paid leave umbrella.
¡P Paid Leave is calculated on calendar basis i.e. from January 1st to December 31st of every year.
¡P An Employee will be entitled for 24 working days Paid Leave in a year.
¡P An employee cannot avail more than 2 paid leaves a month for the first 6 months of every year i.e. the first half of the year (January 1st ¡V 30th June) and then for the rest half of the year (July 1st to December 31st) there is no such criteria.
Deviations with respect to availing leave can be permitted in case of exigency (Marriage, Death or Birth) jointly only by Human Resources Manager and CEO on recommendation of Department Manager. (The total eligibility quantum, however, cannot be exceeded).
¡P Out of 24 days leaves credited for the year, any un-availed Paid Leave in excess of 10 days, at the end of the year will lapse automatically. In other words not more than 10 days leave will be carried forward to next year.
¡P An Employee who joins theƒ¨ Company other than the 1st day of January, shall be entitled to earn the leave in that respective year on a pro-rata basis
¡P All Employees are required to submit a leave application to their immediate superior/Team Lead / Development manger when he/she intends to take Paid Leave.
¡P Employees should submit Application for leave in the prescribed format, 48 hrs in advance to his/her immediate superior/Team Lead / Development manger and inform unless it is an emergency.
¡P All leave will be sanctioned by the immediate superior and sent to HR for records.
¡P An employee proceeding on leave shall properly hand over the charge of work to his/her reporting authority or to the employee who has been identified by the reporting authority to take over his/her duties during his/her absence
¡P If the employee remains absent beyond the period of leave originally granted or
subsequently extended with approval, for a period exceeding ten consecutive
days, he shall be considered as having voluntarily abandoned his employment
and left the services of the Company without due notice with effect from the date
of his absence. The management will strike off such employee¡¦s name from the
rolls of the Company without serving any notice after the expiry of ten
consecutive days beyond the approved period of leave.
The above condition shall also apply when an employee remains absent
without prior sanction of leave.
¡P Paid leave cannot be encashed for more than 7 days in any year subject to a balance of at least 15 days being available. The overall limit on encashment is 28 days.
5. Weekly OFF Days & Holidays During The LEAVE PERIOD
For all types of leave, weekly off days/holidays will be considered as leave if they fall within the total leave period. However, they will be excluded if they prefix or suffix the leave period. If leave is taken on both sides of the holiday(s), will be included.
6. Off Days and Paid Holidays:
6.1 Weekly Off Days
¡P The working week will be of five days for all employees normally Monday to Friday.
6.2 Paid Holidays¡P
All permanent employees are eligible for paid holidays in a calendar year.
¡P Paid holidays are selected on the basis of National holidays / local festivals celebrated, depending on the location of the office.
¡P The total number of holidays will be decided by the Company every year.
¡P HR will release the List of Holidays by 25th of December every year for the next coming year
7.Note ¡P Leave Rules as formulated by the Company from time to time and intimated to all employees will apply.
¡P Management reserves right to grant any leave due or not due
Date:
Acknowledgement for Leave Policy (Version: 1.0)
I have gone through the aforesaid terms of the Leave Policy (version 1.0) and have fully understood the same. I hereby accept the above terms and conditions of leave associated with my appointment with _______ (¡§Company¡¨) stated herein above.
From India, Chandigarh
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Hello All,
I am working in an IT company with around 50 employees. We have broadly two types of leaves: Casual leaves include 10 leaves annually (given on a pro-rata basis) for a year. The remaining leaves are encashed. During the probation period, only a single leave is allowed (CL or SL).
Sick leaves consist of 6 sick leaves annually (given on a pro-rata basis). Leaves up to 3 days require a medical certificate to be produced, and more than 7 days require a fitness certificate from the employee. These leaves are not carried forward as we pay back to employees. This is the first year we have implemented the payback scheme. I understand that sick leaves should not be repaid, but your responses will still help me further.
Regards,
Shweta Swarnkar
From India
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I am working in an IT company with around 50 employees. We have broadly two types of leaves: Casual leaves include 10 leaves annually (given on a pro-rata basis) for a year. The remaining leaves are encashed. During the probation period, only a single leave is allowed (CL or SL).
Sick leaves consist of 6 sick leaves annually (given on a pro-rata basis). Leaves up to 3 days require a medical certificate to be produced, and more than 7 days require a fitness certificate from the employee. These leaves are not carried forward as we pay back to employees. This is the first year we have implemented the payback scheme. I understand that sick leaves should not be repaid, but your responses will still help me further.
Regards,
Shweta Swarnkar
From India
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Hello everyone,
I need to come up with a leave forecasting planner that will help to limit the leaves to less than 20% and assist the team leads and supervisors in forecasting the leaves for each of their departments. Can any of you send me the template if you have one (or) if it has been implemented in your organization?
Thanks a ton!!!
Regards,
Soundar
From India, Raipur
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I need to come up with a leave forecasting planner that will help to limit the leaves to less than 20% and assist the team leads and supervisors in forecasting the leaves for each of their departments. Can any of you send me the template if you have one (or) if it has been implemented in your organization?
Thanks a ton!!!
Regards,
Soundar
From India, Raipur
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Hi Sherine,
I also belong to an IT software company in Pune. Until last year, we had the following Leave Policy in place. However, starting from this year, we have implemented a limit of 24 leaves per year with no encashment of Leaves.
1. The limit of 21 days of leaves for employees and 15 days of leaves for consultants shall be completely removed.
2. This means anybody can take any number of leaves at any time as long as their leave is approved in writing by the appropriate authorities.
3. This will also mean that there shall be no leave encashment policy henceforth with effect from 1st January 2006.
4. Similarly, there will be no salary deductions if more than 21 (15 in the case of consultants) days of leave are taken by any person, provided all the leaves are properly approved through the proper Leave application form.
5. For any leave, short or long, one has to apply for the leave through the Leave Application form only (as per the current rule).
6. The standard leave approval process will be followed, and only the approved leave shall be considered as authentic. Any leave not approved or not applied for shall be treated as unauthenticated.
7. Salary shall be deducted, as per the current deduction rules, for any leave that is unauthenticated (not approved through the proper approval process).
8. Backdated leave applications shall be a privilege and should be used only in case of unavoidable circumstances. The final decision on such backdated applications shall also be subject to the approver's opinion. Approvers have the right to deny (disallow) backdated leave applications if they find that the privilege was misused by the leave applicant.
I hope you find this information useful.
Regards,
Anuradha
From India, Pune
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I also belong to an IT software company in Pune. Until last year, we had the following Leave Policy in place. However, starting from this year, we have implemented a limit of 24 leaves per year with no encashment of Leaves.
1. The limit of 21 days of leaves for employees and 15 days of leaves for consultants shall be completely removed.
2. This means anybody can take any number of leaves at any time as long as their leave is approved in writing by the appropriate authorities.
3. This will also mean that there shall be no leave encashment policy henceforth with effect from 1st January 2006.
4. Similarly, there will be no salary deductions if more than 21 (15 in the case of consultants) days of leave are taken by any person, provided all the leaves are properly approved through the proper Leave application form.
5. For any leave, short or long, one has to apply for the leave through the Leave Application form only (as per the current rule).
6. The standard leave approval process will be followed, and only the approved leave shall be considered as authentic. Any leave not approved or not applied for shall be treated as unauthenticated.
7. Salary shall be deducted, as per the current deduction rules, for any leave that is unauthenticated (not approved through the proper approval process).
8. Backdated leave applications shall be a privilege and should be used only in case of unavoidable circumstances. The final decision on such backdated applications shall also be subject to the approver's opinion. Approvers have the right to deny (disallow) backdated leave applications if they find that the privilege was misused by the leave applicant.
I hope you find this information useful.
Regards,
Anuradha
From India, Pune
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Hi,
I am also looking for help regarding the number of leaves that could be extended vis-a-vis the provisions of the Tamil Nadu Shops and Establishment Act. The act states that there should be 12 days each for CL, SL, and PL, whereas many IT companies are only offering around 20 days per annum for all types of leave.
From India, Madras
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I am also looking for help regarding the number of leaves that could be extended vis-a-vis the provisions of the Tamil Nadu Shops and Establishment Act. The act states that there should be 12 days each for CL, SL, and PL, whereas many IT companies are only offering around 20 days per annum for all types of leave.
From India, Madras
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Hi, sir,
I am N. Sunil Kumar, working as an HR Associate at Wipro Technology on a contract basis for the past year. I have only taken 2 days of sick leave.
Due to my brother's marriage, I need a 5-day leave. However, my supervisor mentioned that I do not have any leave entitlement since I am working on a contract basis. Please assist me in this matter. If being employed on a contract basis means I am ineligible for leave, kindly clarify this for me.
Regards,
N. Sunil Kumar
From India
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I am N. Sunil Kumar, working as an HR Associate at Wipro Technology on a contract basis for the past year. I have only taken 2 days of sick leave.
Due to my brother's marriage, I need a 5-day leave. However, my supervisor mentioned that I do not have any leave entitlement since I am working on a contract basis. Please assist me in this matter. If being employed on a contract basis means I am ineligible for leave, kindly clarify this for me.
Regards,
N. Sunil Kumar
From India
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Hi can anyone tell me What is the rule of Marriage leave in a company .How many days of leave is compulsory ??? Plz reply urgent ... Thanx Priyanka
From India, Chandigarh
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From India, Chandigarh
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Hi Ramesh,
Paternity leave is not mandatory as per law. Only central government employees are entitled to 15 days of leave, and 7 days of leave are given to employees of the Department of Personnel and Training.
The case is still pending when it comes to the private sector. However, if yours is an employee-oriented company, you can provide a specific number of paternity leaves.
Hope this is useful.
Regards,
Tanu :)
From India, Delhi
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Paternity leave is not mandatory as per law. Only central government employees are entitled to 15 days of leave, and 7 days of leave are given to employees of the Department of Personnel and Training.
The case is still pending when it comes to the private sector. However, if yours is an employee-oriented company, you can provide a specific number of paternity leaves.
Hope this is useful.
Regards,
Tanu :)
From India, Delhi
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We will gather some important leave policies from top MNCs. How can you apply for Maternity Leave, Paternity Leave, and others? I am not able to paste all the text here, but you can visit: http://www.joblagao.com/blog/index.php/2013/01/27/leave-in-it-companies-top-10-list/
From India, New Delhi
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From India, New Delhi
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Leave Policy for Bangladeshi Private Companies 2013.doc