I would like to know is there any rules/regulations governing to approve leave (casual/sick)during probation period in a manufacturing company(Limited Company).
From India, Ahmadabad
9From India, Ahmadabad
Hello.... Normally during probation period employees are not eligible to take any leave. But better you check leave policy of your company. Regards Deeps
From India, Pune
From India, Pune
an employee can avail SL & CL as per company policy. Those cl and sl should be according the factory or shop & establishment act.
But Pl/EL can be avail only in the next calender year.
an employee who works for 20 days is eligilble for 01 PL/EL.
You can refer to the factory Act 1948.
From India, Madras
But Pl/EL can be avail only in the next calender year.
an employee who works for 20 days is eligilble for 01 PL/EL.
You can refer to the factory Act 1948.
From India, Madras
hi
Leave eligibility for an employee who is under propation depends on company's policy. it is company's policy that it can give leave of one day sick and casual leave or it can avoid completely till his confirmation or for six months, which means they can deduct salary if they avail leave.
regards
bavani
From India, Madras
Leave eligibility for an employee who is under propation depends on company's policy. it is company's policy that it can give leave of one day sick and casual leave or it can avoid completely till his confirmation or for six months, which means they can deduct salary if they avail leave.
regards
bavani
From India, Madras
hi all
leave eligibility during the probationary period depends on the company policy. in case of PL, 1 day leave for every 20 days worked is followed. to have an hold on the employees and to have a control on absenteeism, it is better to provide leave eligibility for all the employees after completion of probationary period. but it all depends on the companies policy.
regards
devarajan
From India, Madras
leave eligibility during the probationary period depends on the company policy. in case of PL, 1 day leave for every 20 days worked is followed. to have an hold on the employees and to have a control on absenteeism, it is better to provide leave eligibility for all the employees after completion of probationary period. but it all depends on the companies policy.
regards
devarajan
From India, Madras
Hi,
Im indira recently joined this forum. In a notice period of an employee, Is he eligible for leave policy. bcause, once notice period is given(2 mon) if he come accross any urgent leaves, is it acceptable?
Canyou plz answer elabarately on this topic.
Thanks & regards
Indira
Im indira recently joined this forum. In a notice period of an employee, Is he eligible for leave policy. bcause, once notice period is given(2 mon) if he come accross any urgent leaves, is it acceptable?
Canyou plz answer elabarately on this topic.
Thanks & regards
Indira
Hi everyone,
Could you please tell me how beneficial it is for company or employee to keep new joinees on probation of six months or so. If we avoid probation period and hire candidate as confirmed employee from day one, how does it effect company or employee.
In past when we had the probation clause, we faced the situation wherein candidate has joined the company but left within a week time without intimating anything since they were on probation and they were not bound to give notice.
Also appreciate if somebody provide me sample of an appointment letter which covers all the possible legal aspects.
Looking forward to your reply.
Regards,
Hina
From India, Delhi
Could you please tell me how beneficial it is for company or employee to keep new joinees on probation of six months or so. If we avoid probation period and hire candidate as confirmed employee from day one, how does it effect company or employee.
In past when we had the probation clause, we faced the situation wherein candidate has joined the company but left within a week time without intimating anything since they were on probation and they were not bound to give notice.
Also appreciate if somebody provide me sample of an appointment letter which covers all the possible legal aspects.
Looking forward to your reply.
Regards,
Hina
From India, Delhi
if he/she askes for a leave ,tht means he/she is not going to serve the notice period. They may not turn back instead the will take the offer in the other company after buying some time to submit the docs required for joining.
In notice period ,however an Employee can take leave . Its jus working day for both ...
From India, Bangalore
In notice period ,however an Employee can take leave . Its jus working day for both ...
From India, Bangalore
Hi,
Mr. Verma,
Cl, SL or as a matter of any other leave such as PL or Paternity or Maternity Leave is not granted during probation for a reason that probation period is meant to judge the suitablity of an employee for a given position . If leave is considered , the whole process gets defeated , hence generally not given.
You must also know an alternative view as well. Some companies do consider granting SL on compationate ground but on prorata basis , considering perriod of employment / eligibility / quantum etc. PL is since based on previous year employment , generally not given. CL is considered on completion of probation. However , all leave - PL, SL,CL etc. are calculated effective date of probation .
As regard , Paternity or Maternity Leave , the same is given after specified period as per policy of the company - more specifically Maternity Leave is given provided any woman emplyee works for minimum of 80 days in a company whereas, the Paternity Leave is given in very few companies including IT and BPOs
These are few of the points which would give you some clarity into various aspects of Leave management and may be helpful , I believe.
Regards,
Rajpal
From India, Mumbai
Mr. Verma,
Cl, SL or as a matter of any other leave such as PL or Paternity or Maternity Leave is not granted during probation for a reason that probation period is meant to judge the suitablity of an employee for a given position . If leave is considered , the whole process gets defeated , hence generally not given.
You must also know an alternative view as well. Some companies do consider granting SL on compationate ground but on prorata basis , considering perriod of employment / eligibility / quantum etc. PL is since based on previous year employment , generally not given. CL is considered on completion of probation. However , all leave - PL, SL,CL etc. are calculated effective date of probation .
As regard , Paternity or Maternity Leave , the same is given after specified period as per policy of the company - more specifically Maternity Leave is given provided any woman emplyee works for minimum of 80 days in a company whereas, the Paternity Leave is given in very few companies including IT and BPOs
These are few of the points which would give you some clarity into various aspects of Leave management and may be helpful , I believe.
Regards,
Rajpal
From India, Mumbai
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