Dear All,
Currently, I am working with an IT company as an HR Admin. The company provides "Casual Leave" and "Privilege Leave." Kindly advise on how to carry forward Privilege Leave and whether there is a possibility to convert this leave into cash. If conversion is feasible, please specify the number of leaves that can be converted and the corresponding monetary value for each Privilege Leave.
Thank you.
From India, Hyderabad
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Currently, I am working with an IT company as an HR Admin. The company provides "Casual Leave" and "Privilege Leave." Kindly advise on how to carry forward Privilege Leave and whether there is a possibility to convert this leave into cash. If conversion is feasible, please specify the number of leaves that can be converted and the corresponding monetary value for each Privilege Leave.
Thank you.
From India, Hyderabad
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Dear Govind Singh Negi,
Thank you for providing such valuable information. If an employee is leaving the organization after two years of joining, how can I calculate their paid leave (PL)? Is there a possibility to convert those accumulated leaves into cash?
I look forward to your guidance on this matter.
Best regards,
[Your Name]
From India, Hyderabad
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Thank you for providing such valuable information. If an employee is leaving the organization after two years of joining, how can I calculate their paid leave (PL)? Is there a possibility to convert those accumulated leaves into cash?
I look forward to your guidance on this matter.
Best regards,
[Your Name]
From India, Hyderabad
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Dear friends,
Accumulated PL or Earned Leave need not lapse. There are no laws that say so. EL or PL can always be converted to cash or encashed. However, there may be some restrictions on it, like once in a year or up to a month's leave at a time.
Any rules or policies related to Leave should not be framed in such a way as to exploit the employee and put the employer at an advantage every time. Rather, they should be fair and employee-friendly.
Warm regards.
From India, Delhi
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1446Accumulated PL or Earned Leave need not lapse. There are no laws that say so. EL or PL can always be converted to cash or encashed. However, there may be some restrictions on it, like once in a year or up to a month's leave at a time.
Any rules or policies related to Leave should not be framed in such a way as to exploit the employee and put the employer at an advantage every time. Rather, they should be fair and employee-friendly.
Warm regards.
From India, Delhi
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Dear Raj,
Thank you for the information. I am working with a very start-up company, and I am also an MBA fresher with experience in recruitment. Here, we don't have any particular HR rules. Please let me know what I need to do to start implementing HR rules. Could you also provide guidance on the specific HR policies that need to be implemented?
Thank you.
From India, Hyderabad
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Thank you for the information. I am working with a very start-up company, and I am also an MBA fresher with experience in recruitment. Here, we don't have any particular HR rules. Please let me know what I need to do to start implementing HR rules. Could you also provide guidance on the specific HR policies that need to be implemented?
Thank you.
From India, Hyderabad
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Dear Govind,
It would be appreciated if, instead of directing members to your site, the information could be included in the pages of CiteHR itself. This way, members would not have to seek information elsewhere. Since it is your own site, you can simply copy and paste material from there without any copyright violations.
This seems to be the case in all your threads, and it disrupts discussions. It would not be appropriate to comment on what is written elsewhere (i.e., your website) and discuss the matter here in this forum.
Please confine the discussion to these pages only, rather than prompting members to navigate between your website and this platform to pose queries. This back-and-forth process can be inconvenient for users who need to reference information repeatedly.
While this approach may drive traffic to your site, it can be frustrating for others and detracts from the user experience.
It has been observed numerous times that instead of responding directly to queries, members simply share links to their own websites. Such actions should be limited to a single line under the signature.
Warm regards.
From India, Delhi
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It would be appreciated if, instead of directing members to your site, the information could be included in the pages of CiteHR itself. This way, members would not have to seek information elsewhere. Since it is your own site, you can simply copy and paste material from there without any copyright violations.
This seems to be the case in all your threads, and it disrupts discussions. It would not be appropriate to comment on what is written elsewhere (i.e., your website) and discuss the matter here in this forum.
Please confine the discussion to these pages only, rather than prompting members to navigate between your website and this platform to pose queries. This back-and-forth process can be inconvenient for users who need to reference information repeatedly.
While this approach may drive traffic to your site, it can be frustrating for others and detracts from the user experience.
It has been observed numerous times that instead of responding directly to queries, members simply share links to their own websites. Such actions should be limited to a single line under the signature.
Warm regards.
From India, Delhi
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Dear Swathi,
You will find several discussions on CiteHR regarding the setting up of an HR system. Please conduct research using the "Find Information" button at the top of this page. For example, you can click on the following link: [Setting Up HR system](https://www.citehr.com/results.php?q=Setting+Up+HR+system&submit=RESEARCH ).
Please revert back with any further queries or clarifications.
Warm regards.
From India, Delhi
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You will find several discussions on CiteHR regarding the setting up of an HR system. Please conduct research using the "Find Information" button at the top of this page. For example, you can click on the following link: [Setting Up HR system](https://www.citehr.com/results.php?q=Setting+Up+HR+system&submit=RESEARCH ).
Please revert back with any further queries or clarifications.
Warm regards.
From India, Delhi
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Swati,
There is a rule for PL. As per the Shops and Establishment Act, the eligibility for PL is 21 days, which will be earned quarterly, i.e., the first 3 quarters 5 days and the last 6 days. It can be accumulated up to 42 PL, i.e., 2 years. The employee has to work 240 days in a year to get the full 21 days of PL. If an employee has earned more than 42 days of PL, the remaining PL can be encashed (Y= X-42) using the formula ((Basic + DA)/25). If the employee leaves the company, you have to encash the full earned leave. For further details, you can refer to the Shops and Establishment Act/Factory Act.
The HR policy should be beneficial to employees and should comply with labor laws. You cannot frame the HR policy as you wish. The policy should cover all rules and benefits prescribed by labor laws, which will help avoid any industrial disputes.
If you have any more queries, please contact me at renjininair2007@gmail.com.
Renjini
From China
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There is a rule for PL. As per the Shops and Establishment Act, the eligibility for PL is 21 days, which will be earned quarterly, i.e., the first 3 quarters 5 days and the last 6 days. It can be accumulated up to 42 PL, i.e., 2 years. The employee has to work 240 days in a year to get the full 21 days of PL. If an employee has earned more than 42 days of PL, the remaining PL can be encashed (Y= X-42) using the formula ((Basic + DA)/25). If the employee leaves the company, you have to encash the full earned leave. For further details, you can refer to the Shops and Establishment Act/Factory Act.
The HR policy should be beneficial to employees and should comply with labor laws. You cannot frame the HR policy as you wish. The policy should cover all rules and benefits prescribed by labor laws, which will help avoid any industrial disputes.
If you have any more queries, please contact me at renjininair2007@gmail.com.
Renjini
From China
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