I am setting up the leave policy for a startup organization (an event management firm) as per the following basic guidelines:
Privilege Leave: 1.5 per month (Total 18 days in a year) credited at the start of the calendar year. An employee is entitled to PL on completion of probation. This can be availed all at once by giving prior notice of at least 15 days to the management. 50% of PL could be carried forward to the next calendar year, and the remaining leaves will lapse at year-end. A maximum of 30 days can be accumulated as leave balance at any point in time.
Casual Leave: 0.5 days per month (Total 6 days in a year). New joiners can avail CL from the date of joining. No carry forward for CL as it will lapse at year-end if not availed. CL will not be granted for less than 1/2 day and more than 2 days at a stretch. Intervening holidays will be counted as part of CL. Request for CL must be made and approved at least 3 days in advance. CL cannot be clubbed with privilege leave while taking leaves.
Sick Leave: 0.5 days per month (Total 6 days in a year). New joiners can avail of SL from the date of joining. No carry forward for SL as it will lapse at year-end if not availed. If an employee avails of SL for more than 3 days, a medical certificate should be submitted along with leave application within 2 days of joining. Any National & Festival holidays or weekly holidays prefixing or suffixing or falling in between the leave applied shall not be included. SL can be clubbed with CL for availing leaves. In the case of serious long recovery illnesses, the employee may request additional SL with pay, only when other types of leaves have been exhausted. Additional leave will be at the discretion of the management and cannot be assumed to be a right of the employee.
Please state if the above guidelines are in compliance with the Karnataka Shops and Commercial Establishments Act and other relevant labor laws. Please note the current employee strength is 11, including the proprietor, and is based out of Bangalore.
I would value your suggestions regarding any possible amendments in the above policy. Please advise regarding the carryforward of PL as I have read so many different versions and each organization seems to differ.
Thanks in advance!!
Best,
Sylvia
From India, Pune
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Privilege Leave: 1.5 per month (Total 18 days in a year) credited at the start of the calendar year. An employee is entitled to PL on completion of probation. This can be availed all at once by giving prior notice of at least 15 days to the management. 50% of PL could be carried forward to the next calendar year, and the remaining leaves will lapse at year-end. A maximum of 30 days can be accumulated as leave balance at any point in time.
Casual Leave: 0.5 days per month (Total 6 days in a year). New joiners can avail CL from the date of joining. No carry forward for CL as it will lapse at year-end if not availed. CL will not be granted for less than 1/2 day and more than 2 days at a stretch. Intervening holidays will be counted as part of CL. Request for CL must be made and approved at least 3 days in advance. CL cannot be clubbed with privilege leave while taking leaves.
Sick Leave: 0.5 days per month (Total 6 days in a year). New joiners can avail of SL from the date of joining. No carry forward for SL as it will lapse at year-end if not availed. If an employee avails of SL for more than 3 days, a medical certificate should be submitted along with leave application within 2 days of joining. Any National & Festival holidays or weekly holidays prefixing or suffixing or falling in between the leave applied shall not be included. SL can be clubbed with CL for availing leaves. In the case of serious long recovery illnesses, the employee may request additional SL with pay, only when other types of leaves have been exhausted. Additional leave will be at the discretion of the management and cannot be assumed to be a right of the employee.
Please state if the above guidelines are in compliance with the Karnataka Shops and Commercial Establishments Act and other relevant labor laws. Please note the current employee strength is 11, including the proprietor, and is based out of Bangalore.
I would value your suggestions regarding any possible amendments in the above policy. Please advise regarding the carryforward of PL as I have read so many different versions and each organization seems to differ.
Thanks in advance!!
Best,
Sylvia
From India, Pune
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In order to succeed in life, you have to be an eternal optimist. Every lemon you're given can be juiced into lemonade. Even when doors keep closing, you have to keep searching for new ones to unlock.
One of the most devastating things that can happen to anyone, even an optimist, is to lose one's job. The hit to the paycheck hurts enough but for some people, especially folks in high positions, it's the hit to the ego that hurts the most. People stop talking to you. You become less "relevant." Your identity suffers.
What's remarkable is how many people who've actually gone through the process tell me it was one of the best things to happen to them. They were set on a course they might not have otherwise taken. New doors opened up. Sometimes, the hit to the ego wasn't as bad as one thought.
Reyaz Haider
Digital Marketing Consultant
Ph- 7286830319
https://in.linkedin.com/in/reyazhaider
From India, Hyderabad
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One of the most devastating things that can happen to anyone, even an optimist, is to lose one's job. The hit to the paycheck hurts enough but for some people, especially folks in high positions, it's the hit to the ego that hurts the most. People stop talking to you. You become less "relevant." Your identity suffers.
What's remarkable is how many people who've actually gone through the process tell me it was one of the best things to happen to them. They were set on a course they might not have otherwise taken. New doors opened up. Sometimes, the hit to the ego wasn't as bad as one thought.
Reyaz Haider
Digital Marketing Consultant
Ph- 7286830319
https://in.linkedin.com/in/reyazhaider
From India, Hyderabad
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PLEASE TELL ME CAN I AVAIL THE EARNED LEAVE ENCASHMENT (WITH PREVIOUS YEAR EL CARRY FORWARDED) WORKED FOR THE PERIOD JAN 2016 TO APRIL 2016 WHILE LEAVING THE JOB
From India, Bengaluru
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From India, Bengaluru
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Hi, I need one small clarification. If we take sick leave continuously, does it include Sundays and national festival days in the calculation? Please help me. I believe that only Sundays and national festival days are counted in earned leave. However, I am unsure about sick leave.
From India, undefined
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1From India, undefined
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Hi all,
I have joined a new company (Pvt Ltd) a month ago in Chennai. Could someone please brief me on the Earned Leave policy as per the Tamil Nadu Shops and Establishment Act? When is an employee eligible (after how many months of service) for Earned Leave and how many days of Earned Leave are allowed?
My company's consultant says I can avail Earned Leaves only after completing 1 year in the organization. I will receive one EL per month, but I cannot avail them until I complete one year. The company's Probation period is 3 months.
Previously, I worked in Mumbai for another organization where, post-confirmation (6 months Probation), I could avail earned leave.
Kindly advise.
Thanks and Regards, Hazel
From India, Chennai
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I have joined a new company (Pvt Ltd) a month ago in Chennai. Could someone please brief me on the Earned Leave policy as per the Tamil Nadu Shops and Establishment Act? When is an employee eligible (after how many months of service) for Earned Leave and how many days of Earned Leave are allowed?
My company's consultant says I can avail Earned Leaves only after completing 1 year in the organization. I will receive one EL per month, but I cannot avail them until I complete one year. The company's Probation period is 3 months.
Previously, I worked in Mumbai for another organization where, post-confirmation (6 months Probation), I could avail earned leave.
Kindly advise.
Thanks and Regards, Hazel
From India, Chennai
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Dear All,
I have one question to ask. One of my friends is working in a proprietorship company which is not yet registered in Mumbai. My query is that this employer only allows 11 EL in a financial year, out of which he says you have to take 4 mandatory days off according to his wish, and the remaining 7 EL you can avail according to your need. Additionally, he gives no sick leave. If I am not mistaken, according to the Shops & Establishment Act, an employer should provide 1 EL for every 20 days worked, meaning in a year, an employee is eligible to take 18 EL. I need some help from you guys. Is there any provision under the Shops & Establishment Act where they can legally demand at least 18 EL in a year? Your reply will help many employees from this organization. This organization deals in real estate sales.
Thanking You,
Farhan
HR Head, BUN
From India, Mumbai
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I have one question to ask. One of my friends is working in a proprietorship company which is not yet registered in Mumbai. My query is that this employer only allows 11 EL in a financial year, out of which he says you have to take 4 mandatory days off according to his wish, and the remaining 7 EL you can avail according to your need. Additionally, he gives no sick leave. If I am not mistaken, according to the Shops & Establishment Act, an employer should provide 1 EL for every 20 days worked, meaning in a year, an employee is eligible to take 18 EL. I need some help from you guys. Is there any provision under the Shops & Establishment Act where they can legally demand at least 18 EL in a year? Your reply will help many employees from this organization. This organization deals in real estate sales.
Thanking You,
Farhan
HR Head, BUN
From India, Mumbai
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LEAVE RULES.doc