Thanks a ton for your help in the past. I am looking out for the yearly leave break up which I believe has been updated recently. The earlier document stated that there were 21 earned leave in a year, however Ive heard that the updated rule is 15days in a year (5 leaves for every 4 months). Can someone help me with the break up of leaves entitled for an employee/year eg Festival leave, Sick leave, Earned leave and casual leave with any supporting document to prove the same.
Thanks for your help in advance.
From India, Pune
Thanks for your help in advance.
From India, Pune
Dear John, Are you an employer or employee. Factory/Institution/Establishment/shops & Comml. Estt. or NGO-what kind of entity you are in?
From India, Bangalore
1073From India, Bangalore
I am working with a small organization which is into installations and maintenance of sewege water treatment plants, we have about 20 employees including office and field workers. We are based in Mumbai.
From India, Pune
From India, Pune
Dear John,
The applicability of leave for businesses like yours is provided for in the Maharashtra Shops & Commercial Estts.Act. Excerpts are as follows:
xxxxxxx
CHAPTER IV
LEAVE WITH PAY AND PAYMENT OF WAGES
18. Leave.
(1) Every worker shall be allowed a weekly holiday with wages.
(2) Every worker shall be entitled to eight days casual leave with wages in every calendar year which shall be credited into the account of the worker on a quarterly basis, but shall laps if unavailed at the end of the year.
(3) Every worker who has worked for a period of two hundred and forty days or more in an establishment during a calendar year shall be allowed during the subsequent calendar year, leave with wages for a number of days calculated at the rate of one day for every twenty days of work performed by him during the previous calendar year.
(4) Subject to the provision of clause (3) every worker, who has been employed for not less than three months in any year, shall for every sixty days on which he has worked during the year be allowed leave, consecutive
or otherwise, for a period of not more than five days.
(5) Every worker shall be permitted to accumulate earned leave upto a maximum of forty-five days.
(6) Where the employer refuses to sanction the leave under sub-section (3) which is due when applied fifteen days in advance, then the worker shall have a right to en cash leave in excess of forty-five days:
Provided that, if a worker is entitled to leave other than causal and festival leave under this section, is discharged by his employer before he has been allowed the leave, or if, having applied for and having been refused the leave, he quits his employment on account of retirement, resignation, death or permanent disability, the employer shall pay him full wages for the period of leave due to him.
(7) A worker shall be entitled to eight paid festival holidays in a calendar year, namely, 26th January, 1st May, 15th August and 2nd October and four such other festival holidays as may be agreed to between the employer and the workers as per the nature of business, before the commencement of the year. For holiday on these days, he shall be paid wages at a rate equivalent to the daily average of his wages (excluding overtime), which he earns during the month in which such compulsory holidays falls:
Provided that, the employer may require any worker to work in the establishment on all or any of these days, subject to the conditions that for such work the worker shall be paid double the amount of the daily average wages and also leave on any other day in lieu of the compulsory holiday.
(8) For the purpose of sub-section (3),—
(a) any days of lay-off, by agreement or contract or as permissible under the model standing orders or standing order certified under Industrial Employment (Standing Orders) Act, 1946;
(b) in the case of a woman worker, maternity leave as provided for in the Maternity Benefits Act, 1961;
(c) the leave earned in the year prior to that in which the leave is availed; or
(d) the worker has been absent due to temporary disablement caused by accident arising out of and in the course of his employment,
shall be deemed to be days on which the worker has worked in any establishment for the purpose of computation of the period of two hundred and forty days or more, but shall not earn leave for these days.
(9) The leave admissible under this section shall be exclusive of all holidays whether occurring during or either at the end of the period of leave.
(10) Every worker shall be paid for the period of his leave earned under sub-sections (3) and (4) at a rate equivalent to the daily average of his wages for the days on which he actually worked during the preceding three months, exclusive of any earnings in respect of overtime. xxxxx
------------
I'm not sure whether any amendment is made to this Act. You may check this with relevant sources for ensuring proper administration of leave in your estt.
From India, Bangalore
The applicability of leave for businesses like yours is provided for in the Maharashtra Shops & Commercial Estts.Act. Excerpts are as follows:
xxxxxxx
CHAPTER IV
LEAVE WITH PAY AND PAYMENT OF WAGES
18. Leave.
(1) Every worker shall be allowed a weekly holiday with wages.
(2) Every worker shall be entitled to eight days casual leave with wages in every calendar year which shall be credited into the account of the worker on a quarterly basis, but shall laps if unavailed at the end of the year.
(3) Every worker who has worked for a period of two hundred and forty days or more in an establishment during a calendar year shall be allowed during the subsequent calendar year, leave with wages for a number of days calculated at the rate of one day for every twenty days of work performed by him during the previous calendar year.
(4) Subject to the provision of clause (3) every worker, who has been employed for not less than three months in any year, shall for every sixty days on which he has worked during the year be allowed leave, consecutive
or otherwise, for a period of not more than five days.
(5) Every worker shall be permitted to accumulate earned leave upto a maximum of forty-five days.
(6) Where the employer refuses to sanction the leave under sub-section (3) which is due when applied fifteen days in advance, then the worker shall have a right to en cash leave in excess of forty-five days:
Provided that, if a worker is entitled to leave other than causal and festival leave under this section, is discharged by his employer before he has been allowed the leave, or if, having applied for and having been refused the leave, he quits his employment on account of retirement, resignation, death or permanent disability, the employer shall pay him full wages for the period of leave due to him.
(7) A worker shall be entitled to eight paid festival holidays in a calendar year, namely, 26th January, 1st May, 15th August and 2nd October and four such other festival holidays as may be agreed to between the employer and the workers as per the nature of business, before the commencement of the year. For holiday on these days, he shall be paid wages at a rate equivalent to the daily average of his wages (excluding overtime), which he earns during the month in which such compulsory holidays falls:
Provided that, the employer may require any worker to work in the establishment on all or any of these days, subject to the conditions that for such work the worker shall be paid double the amount of the daily average wages and also leave on any other day in lieu of the compulsory holiday.
(8) For the purpose of sub-section (3),—
(a) any days of lay-off, by agreement or contract or as permissible under the model standing orders or standing order certified under Industrial Employment (Standing Orders) Act, 1946;
(b) in the case of a woman worker, maternity leave as provided for in the Maternity Benefits Act, 1961;
(c) the leave earned in the year prior to that in which the leave is availed; or
(d) the worker has been absent due to temporary disablement caused by accident arising out of and in the course of his employment,
shall be deemed to be days on which the worker has worked in any establishment for the purpose of computation of the period of two hundred and forty days or more, but shall not earn leave for these days.
(9) The leave admissible under this section shall be exclusive of all holidays whether occurring during or either at the end of the period of leave.
(10) Every worker shall be paid for the period of his leave earned under sub-sections (3) and (4) at a rate equivalent to the daily average of his wages for the days on which he actually worked during the preceding three months, exclusive of any earnings in respect of overtime. xxxxx
------------
I'm not sure whether any amendment is made to this Act. You may check this with relevant sources for ensuring proper administration of leave in your estt.
From India, Bangalore
Also may use the gazette notification of this regulation attached for your ref.
From India, Bangalore
From India, Bangalore
Maharashtra Shops And Establishments (Regulation Of Employment And Conditions Of Service) Act, 2017 Effective Date Released.
As per notification published in the Maharashtra Official Gazette dated 19th December 2017, the Government of Maharashtra has appointed 19th December 2017 as the effective date from which provisions of the Maharashtra Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2017 came into force.
Suresh
From India, Thane
As per notification published in the Maharashtra Official Gazette dated 19th December 2017, the Government of Maharashtra has appointed 19th December 2017 as the effective date from which provisions of the Maharashtra Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2017 came into force.
Suresh
From India, Thane
Dear Suresh jee,
I will be obliged if you could the Maharashtra Official Gazette dated 19th December 2017, the Government of Maharashtra has appointed 19th Dec,2017 as the effective date from which provisions of the Maharashtra Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2017 came into force.
Further it will be useful to Cite communities at large for academic interest.
Regards,
From India, Andheri
I will be obliged if you could the Maharashtra Official Gazette dated 19th December 2017, the Government of Maharashtra has appointed 19th Dec,2017 as the effective date from which provisions of the Maharashtra Shops and Establishments (Regulation of Employment and Conditions of Service) Act, 2017 came into force.
Further it will be useful to Cite communities at large for academic interest.
Regards,
From India, Andheri
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Break.zip
Salary Break Up.xlsx