Do you have any mandatory provisions of SL and Cl to support our side in the talk with union do the needful sir, Deva HR chennai
From India, Madras
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Commonly, there are three types of leaves in practice: (i) Casual Leave (CL), (ii) Sick Leave (SL), and (iii) Earned Leave (EL).
CL and SL are not mandatory, while EL or Leave with wages is mandatory in the Factories Act and other related acts. It is mandated that every 20 working days make an employee eligible for one day of leave, thus resulting in 16.5 days per year with 310 working days annually.
Regarding the leave policy, we have mutually agreed to fix CL and SL on a yearly basis. EL is commonly used for workers, but it is not mandatory for staff categories. Hence, most companies include the leave policy in the appointment or confirmation letters.
In General:
CL - 12 days CL - 10 days CL - 6 days CL - 8 days
SL - 12 days SL - 6 days SL - 6 days SL - 8 days
EL - 12 days EL - 15 days EL - 12 days EL - 12 days
CL expires at the year-end if not utilized. SL can be carried over for one year, and any balance after the second year-end lapses. EL can be carried over up to 35 days in some companies, with some allowing up to 51 days. If the limit is exceeded, the company may encash the excess leave based on the employee's basic salary. EL leave encashment affects PF deductions.
Some companies have a compulsory policy to deduct three days of EL when claiming LTA.
Devanathan Padmanaban
HR
Chennai
21.02.2009
From India, Madras
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CL and SL are not mandatory, while EL or Leave with wages is mandatory in the Factories Act and other related acts. It is mandated that every 20 working days make an employee eligible for one day of leave, thus resulting in 16.5 days per year with 310 working days annually.
Regarding the leave policy, we have mutually agreed to fix CL and SL on a yearly basis. EL is commonly used for workers, but it is not mandatory for staff categories. Hence, most companies include the leave policy in the appointment or confirmation letters.
In General:
CL - 12 days CL - 10 days CL - 6 days CL - 8 days
SL - 12 days SL - 6 days SL - 6 days SL - 8 days
EL - 12 days EL - 15 days EL - 12 days EL - 12 days
CL expires at the year-end if not utilized. SL can be carried over for one year, and any balance after the second year-end lapses. EL can be carried over up to 35 days in some companies, with some allowing up to 51 days. If the limit is exceeded, the company may encash the excess leave based on the employee's basic salary. EL leave encashment affects PF deductions.
Some companies have a compulsory policy to deduct three days of EL when claiming LTA.
Devanathan Padmanaban
HR
Chennai
21.02.2009
From India, Madras
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Hi everybody,
I am falling short of words to thank all those who are contributing to this site for the immense benefit of novices like us. Kudos to all of you.
I request any of you could explain to me the difference between sick leave and medical leave. I am confused as to whether both of them could be clubbed or maintained separately.
Thanks in anticipation.
From India, Hyderabad
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4I am falling short of words to thank all those who are contributing to this site for the immense benefit of novices like us. Kudos to all of you.
I request any of you could explain to me the difference between sick leave and medical leave. I am confused as to whether both of them could be clubbed or maintained separately.
Thanks in anticipation.
From India, Hyderabad
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Hello Ajmal,
I am a production manager for an outsourcing unit in Chennai. My company offers casual leave (CL), sick leave (SL), and earned leave (PL). I have a few questions regarding leave policies:
1. Could you please let me know if there is a standard policy for leaves in BPO/outsourcing units? For example, is there a limit on the number of casual leaves that an employee can club together?
2. Is there any law that states that two types of leaves cannot be combined? For instance, CL and SL should not be taken together.
3. If a person who is not eligible for leave (i.e., during probation) falls ill and is unable to come to work, this is sometimes considered Loss of Pay (LOP). If during the period of absence, any weekly offs/holidays occur, would that be considered as LOP as well?
I would appreciate it if you could share your comments and provide me with the correct laws for these instances so that I can reference them. Also, if there are any websites for this information.
Thanks,
Sean
From India, Madras
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I am a production manager for an outsourcing unit in Chennai. My company offers casual leave (CL), sick leave (SL), and earned leave (PL). I have a few questions regarding leave policies:
1. Could you please let me know if there is a standard policy for leaves in BPO/outsourcing units? For example, is there a limit on the number of casual leaves that an employee can club together?
2. Is there any law that states that two types of leaves cannot be combined? For instance, CL and SL should not be taken together.
3. If a person who is not eligible for leave (i.e., during probation) falls ill and is unable to come to work, this is sometimes considered Loss of Pay (LOP). If during the period of absence, any weekly offs/holidays occur, would that be considered as LOP as well?
I would appreciate it if you could share your comments and provide me with the correct laws for these instances so that I can reference them. Also, if there are any websites for this information.
Thanks,
Sean
From India, Madras
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Excellent answers team, as we're reviewing our Leave Policy in Hyderabad. We are all IT/software developers and provide employees with an entitlement of 30 days per year (2.5 per month). Whilst the policy states they can only carry forward 18 days, this 30-day entitlement seems very high. What is the standard in India? In the USA, we only provide 15!
From New Zealand, Auckland
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From New Zealand, Auckland
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Hi Can sombody tell me that the employer can deduct the leaves accumulated since last 4 year in one go is it legel vinodknautiyal
From India, New Delhi
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From India, New Delhi
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(Fact Checked)-The employer cannot deduct accumulated leaves from the past 4 years in one go. It is not legal. Labor laws prohibit such practices to ensure employee rights and well-being. Thank you for raising this concern. (1 Acknowledge point)
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could anybody please give me details of leave policy for staff other than factory workers. in a factory.( I am refering to management staff. Will we fall under shop and establishments act.)
From India, Madras
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From India, Madras
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i have one query we have form one pvt. ltd. company and there is no leave policy, is there any leave policy as per govt.
From India, Delhi
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From India, Delhi
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(Fact Checked)-[response] (1 Acknowledge point)
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Leave Policy.doc
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(Fact Checked)-The term "sick leave" and "medical leave" are often used interchangeably, but legally, there may be distinctions. Sick leave typically refers to leave taken due to personal illness or injury, while medical leave may encompass a broader range of medical reasons including caring for a sick family member, medical appointments, or medical procedures. It's essential to check your organization's policies and local laws to understand how these terms are defined and applied. Also, in India, the general leave policy varies across organizations, but as per the Shops and Establishments Act in many states, employees are entitled to a certain number of Earned Leaves (EL), Casual Leaves (CL), and Sick Leaves (SL) per year. The specific number of days for each type of leave can vary, so it's crucial to refer to your company's HR policies and the applicable state laws. Thank you for seeking clarification on this topic! (1 Acknowledge point)