Hi :
We are a small sized IT company. We credit EL for the entire year in advance in Jan every year. Our employees are entitled for 1.5 EL per month and 1 CL per quarter.
My query is if a female employee proceeds on Maternity leave mid year :
- will she be entitled for the EL for the same duration
Please share inputs.
Regards,
- Gia
From India, Pune
95We are a small sized IT company. We credit EL for the entire year in advance in Jan every year. Our employees are entitled for 1.5 EL per month and 1 CL per quarter.
My query is if a female employee proceeds on Maternity leave mid year :
- will she be entitled for the EL for the same duration
Please share inputs.
Regards,
- Gia
From India, Pune
Though it is a great benefit for employees, companies should work on it to provide such benefits.
From India, Bengaluru
From India, Bengaluru
your Establishment is Registered under which Act?
Shops & Commercial Establishments Act of which State or
Factories Act
is the Employee in question is Covered under ESI Act
Maternity benefit is paid by ESIC or by Employer under The Maternity Benefit Act, 1961
The above information is very much required to answer your query
From India, New Delhi
Shops & Commercial Establishments Act of which State or
Factories Act
is the Employee in question is Covered under ESI Act
Maternity benefit is paid by ESIC or by Employer under The Maternity Benefit Act, 1961
The above information is very much required to answer your query
From India, New Delhi
It would be a best practice to give EL entitled during her Maternity Leave too, it will not more than 10 leaves in your case even if she claim MB benefit as per the amended Act.
From India, Ahmadabad
From India, Ahmadabad
There was a discussion on this issue earlier, read here -
https://www.citehr.com/513232-earned...ity-leave.html.
-----------
I presume the query is related to an estt. situated within Maharashtra. If yes and the estt. is subjected to the Shops & Estt. Act. see what the Bombay S&E Act says about maternity leave -
The Bombay Shops and Establishments Act, 1948 BOMBAY ACT NO. LXXIX OF 194
XXXXX
CHAPTER VII
" [ЗЗ-С. Application of Maternity Benefit Act for women employees in estabIishment.- Notwithstanding anything contained in the Maternity Benefit Act, 1961 (hereinafter in this section referred to as "the said Act"), the State Government may, by notification in the Official Gazette, direct that all or any of the provisions of the said Act or the rules made thereunder shall apply to women employed for wages in all or any of the establishments to which his Act applies, For that purpose, such women employees shall be deemed to be women within the meaning of the said Act. On such application of the provisions of the said Act, аn Inspector appointed under this Act shall be deemed to be the Inspector for the purpose of the enforcement of the provisions of the said Act also within the limits of his jurisdiction.] " XXXXXX.
If this is correct, and the Maternity act is applicable, we shall refer the provisions of MA as well -
The Maternity Benefit Act only talks about how the leave shall be granted and not how any leave related issues should be regulated in the estt. for which one should refer to the leave policy of the said estt. By all means, since the ML is an authorised leave and there is no break in service either, the period of 12 weeks allowable under the MA and availed by a female employee should be counted for computation of EL/PL as for any other leave. Provisions under ESI act is different.
---------
I have not come across anybody's leave policy which prohibits earning leave while on authorised leave, of course excepting while on study leave/extra ordinary leave which does not earn EL/PL credits.
From India, Bangalore
https://www.citehr.com/513232-earned...ity-leave.html.
-----------
I presume the query is related to an estt. situated within Maharashtra. If yes and the estt. is subjected to the Shops & Estt. Act. see what the Bombay S&E Act says about maternity leave -
The Bombay Shops and Establishments Act, 1948 BOMBAY ACT NO. LXXIX OF 194
XXXXX
CHAPTER VII
" [ЗЗ-С. Application of Maternity Benefit Act for women employees in estabIishment.- Notwithstanding anything contained in the Maternity Benefit Act, 1961 (hereinafter in this section referred to as "the said Act"), the State Government may, by notification in the Official Gazette, direct that all or any of the provisions of the said Act or the rules made thereunder shall apply to women employed for wages in all or any of the establishments to which his Act applies, For that purpose, such women employees shall be deemed to be women within the meaning of the said Act. On such application of the provisions of the said Act, аn Inspector appointed under this Act shall be deemed to be the Inspector for the purpose of the enforcement of the provisions of the said Act also within the limits of his jurisdiction.] " XXXXXX.
If this is correct, and the Maternity act is applicable, we shall refer the provisions of MA as well -
The Maternity Benefit Act only talks about how the leave shall be granted and not how any leave related issues should be regulated in the estt. for which one should refer to the leave policy of the said estt. By all means, since the ML is an authorised leave and there is no break in service either, the period of 12 weeks allowable under the MA and availed by a female employee should be counted for computation of EL/PL as for any other leave. Provisions under ESI act is different.
---------
I have not come across anybody's leave policy which prohibits earning leave while on authorised leave, of course excepting while on study leave/extra ordinary leave which does not earn EL/PL credits.
From India, Bangalore
Hi :
The employee is not covered under ESI. We have covered her in Group Medical.
You are right Mr Kumar we are situated in Maharashtra and fall under Bombay S&E Act.
Ok I understand that EL should be given while the employee is on ML but once she exhausts her ML and extends her leave availing LWP (leave without pay) for say 3-4 months in that case for the duration while she is on LWP would she be entitled for the EL credit.
Please do share inputs.
Regards,
- Gia
From India, Pune
The employee is not covered under ESI. We have covered her in Group Medical.
You are right Mr Kumar we are situated in Maharashtra and fall under Bombay S&E Act.
Ok I understand that EL should be given while the employee is on ML but once she exhausts her ML and extends her leave availing LWP (leave without pay) for say 3-4 months in that case for the duration while she is on LWP would she be entitled for the EL credit.
Please do share inputs.
Regards,
- Gia
From India, Pune
Dear Gia,
No she will not entitled for EL. The EL, as the name denotes, first need to be earned than only the employee can avail the leave. However as per company policy you can give all entitled and accumulated leave on a single instance, but if the employee is LWP, as per my opinion he/she is not entitle for leave for that period.
Senior members can put more light on the matter.
From India, Delhi
No she will not entitled for EL. The EL, as the name denotes, first need to be earned than only the employee can avail the leave. However as per company policy you can give all entitled and accumulated leave on a single instance, but if the employee is LWP, as per my opinion he/she is not entitle for leave for that period.
Senior members can put more light on the matter.
From India, Delhi
Employee will not be eligible for EL on maternity leave availed. EL or leave is accrued only on days worked.
From India, Mumbai
From India, Mumbai
Dear Shrikant
It is a debatable issue, Maternity Leave is a paid leave and it is a benefit/privelege given to women, hence Leave under Maternity Benefit can be treated as days worked.
Now after amendment of MB Act the Maternity leave will be 26 weeks, if we do not count maternity leave as worked days then any lady employee availing Maternity leave twice in 5 years of her job in any particular company, she will not be eligible for Gratuity as she will not be working for 240 days during that period.
From India, Ahmadabad
It is a debatable issue, Maternity Leave is a paid leave and it is a benefit/privelege given to women, hence Leave under Maternity Benefit can be treated as days worked.
Now after amendment of MB Act the Maternity leave will be 26 weeks, if we do not count maternity leave as worked days then any lady employee availing Maternity leave twice in 5 years of her job in any particular company, she will not be eligible for Gratuity as she will not be working for 240 days during that period.
From India, Ahmadabad
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