Dear All
Pl help me in understanding the EL calculation. As I know the EL calculation formula is
15 x no. of clear months + 2.5 x no. of remaining days in the month
6 .......................................total no. of days in the month
If a person is joining on 4th May 2009, his EL balance will work out to be 5 days. (till 30.06.2009)
My query here is; can a new employee be credited with ELs on the first day of joining or there is some minimum days attendance criteria.
Pl advise me on the above issue.
best regards,
Priyanka
From India, Mumbai
1Pl help me in understanding the EL calculation. As I know the EL calculation formula is
15 x no. of clear months + 2.5 x no. of remaining days in the month
6 .......................................total no. of days in the month
If a person is joining on 4th May 2009, his EL balance will work out to be 5 days. (till 30.06.2009)
My query here is; can a new employee be credited with ELs on the first day of joining or there is some minimum days attendance criteria.
Pl advise me on the above issue.
best regards,
Priyanka
From India, Mumbai
pl advise........ i have gone thru the citeHR website and searched for the required info, but could not get the same.
In our company we get 30 days EL (15 days on 1st Jan and 15 days on 1st July), 8 days CL and 10 days medical leave..... that means we give EL on advance basis..... if a person has joined our company on 01.05.2009 and attended only for 5 days and then taken 4 days leave.........whether he should be debited with ELs / CLs or leave without pay....
Waiting for your precious views............
Best regards,
Priyanka
From India, Mumbai
In our company we get 30 days EL (15 days on 1st Jan and 15 days on 1st July), 8 days CL and 10 days medical leave..... that means we give EL on advance basis..... if a person has joined our company on 01.05.2009 and attended only for 5 days and then taken 4 days leave.........whether he should be debited with ELs / CLs or leave without pay....
Waiting for your precious views............
Best regards,
Priyanka
From India, Mumbai
hi
as name suggest the employee has to 'earn' leave. The 15 days earned leave should be credited for the preceeding 6 months. you can credit Medical leave and CL in advance.
in this case either you can grant CL or LOP
regards
Raghuram
From India, Bangalore
as name suggest the employee has to 'earn' leave. The 15 days earned leave should be credited for the preceeding 6 months. you can credit Medical leave and CL in advance.
in this case either you can grant CL or LOP
regards
Raghuram
From India, Bangalore
Hi, At the time of joining none of the employees can be credited with EL,s. Only after completion of one year only employees are eligible for EL. Till that no EL will be sanctioned.
From India, Bangalore
From India, Bangalore
Hi,
EL is entitled or earned leave - So cannot be given in advance.
CL or SL - Can be given in advance.
Eg: in your case, you say - 15days leave allotted for first 6 months and the remaining for the next 6 months. These 15 days should be credited to an employee only after he completes 6 months.
If an employee joins on 4/5/2009 then on 1st July his account will be credited with 5 days leave that is for 2 months (2.5+2.5) only.
But good company yaar, you get so many days leave in a year :-)
Generally, 15 days is given for a year and this is credited once the employee completes one year. CL and Sick leave or medical leave can be used during the first year.
Giri
From India, Bangalore
EL is entitled or earned leave - So cannot be given in advance.
CL or SL - Can be given in advance.
Eg: in your case, you say - 15days leave allotted for first 6 months and the remaining for the next 6 months. These 15 days should be credited to an employee only after he completes 6 months.
If an employee joins on 4/5/2009 then on 1st July his account will be credited with 5 days leave that is for 2 months (2.5+2.5) only.
But good company yaar, you get so many days leave in a year :-)
Generally, 15 days is given for a year and this is credited once the employee completes one year. CL and Sick leave or medical leave can be used during the first year.
Giri
From India, Bangalore
Sir,
i would like to know how calculate EL for an employee,if a person doing his duties full of a month then how many leave to be alloted?
i thing total no of working days divided by 20 i.e 1.5 is elegible for that employee,here i take total no of days is 30 including rest days .so kindly tell me is righ or wrong ,i want to know it shoild take 30 days or exclude rest days
From India, Bhubaneswar
i would like to know how calculate EL for an employee,if a person doing his duties full of a month then how many leave to be alloted?
i thing total no of working days divided by 20 i.e 1.5 is elegible for that employee,here i take total no of days is 30 including rest days .so kindly tell me is righ or wrong ,i want to know it shoild take 30 days or exclude rest days
From India, Bhubaneswar
None of the leaves can be given in advance. There is no credit pattern only debit. Earn a day (EL) for every 30 days worked in that month. Only if you work for 30 days a month, you are eligible for 1CL & 1SL (TN Shop & Estbl. Act). Your payroll software credits CL/SL at the last day of the running month and adjusts according to the leave register module that you key in for salary processing.
Imagine that you credit 12 CL/SL/EL on the date of joining. What if the employee exhausts all and escapes within a month..? At the maximum you can stop salary provided he had worked for eligible days.. else what will you do?
A Company has to strictly follow what is prescribed in the state law and company policy has nothing to do with State Shop & Establishment Act. A company cannot decide on the leave eligibility or approval or reduce the CL/SL quota to an employee based on probation/permanent/temp. It has to go by the books.
Regards
Chandru
From India, Madras
Imagine that you credit 12 CL/SL/EL on the date of joining. What if the employee exhausts all and escapes within a month..? At the maximum you can stop salary provided he had worked for eligible days.. else what will you do?
A Company has to strictly follow what is prescribed in the state law and company policy has nothing to do with State Shop & Establishment Act. A company cannot decide on the leave eligibility or approval or reduce the CL/SL quota to an employee based on probation/permanent/temp. It has to go by the books.
Regards
Chandru
From India, Madras
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