Dear all,
I am forming a leave policy for my organization..
This is software company, and we have employee strength of around 20.
Please tell me if i should allow to take leaves to employees in a probation period.
Even my boss is not ready to include maternity leaves in leave policy...
What should i do??
Please help..
Regards,
Swapnalee
From India, Mumbai
I am forming a leave policy for my organization..
This is software company, and we have employee strength of around 20.
Please tell me if i should allow to take leaves to employees in a probation period.
Even my boss is not ready to include maternity leaves in leave policy...
What should i do??
Please help..
Regards,
Swapnalee
From India, Mumbai
Hello,
Convey him properly. And employees can take leave in probation period. But he will get less number of leaves than permanent employee. Means if permanent employee get 1.5 EL each month then probationer get 1 leave for month like that. Every company has their own policies.
From India, Pune
10Convey him properly. And employees can take leave in probation period. But he will get less number of leaves than permanent employee. Means if permanent employee get 1.5 EL each month then probationer get 1 leave for month like that. Every company has their own policies.
From India, Pune
Hi Madhuri..
Thanks...
But is ther any standard rule or policy for leaves in probation period???
and what about maternity leaves?? it should be given or not???
and if given, it should be paid or not??
From India, Mumbai
Thanks...
But is ther any standard rule or policy for leaves in probation period???
and what about maternity leaves?? it should be given or not???
and if given, it should be paid or not??
From India, Mumbai
Hi swapnalee,
In some organization leave during probation is unpaid, hence no leaves are allowed. whereas certain organisation does allow people to take sick leaves..this you could work out with your senior whethe to go in for it or not..
secondly, abt maternity benefit I guess the employee needs to complete 90 days of continous service to be eligible for maternity benefit..employer does not have the choice of not implementing it.
From India, Pune
In some organization leave during probation is unpaid, hence no leaves are allowed. whereas certain organisation does allow people to take sick leaves..this you could work out with your senior whethe to go in for it or not..
secondly, abt maternity benefit I guess the employee needs to complete 90 days of continous service to be eligible for maternity benefit..employer does not have the choice of not implementing it.
From India, Pune
Hello Swapnalee,
Reg the leaves during the Probation period, what Nivedita mentioned is right--it varies from company to company.
Another way of looking @ this issue depends on the Notice Period your company has--if it's long [2-3 months], than some amount of leaves during the NP would be realistic--on what grounds/reasons depends again on the company. Many companies usually allow only medical/sick leaves.
Coming to the Maternity leaves Policy, Madhuri has suggested rightly--just underline the relevant lines in the Act about the consequences of what would happen IF IT'S NOT PRACTICED in any company. If your boss is ready to face the questioning/consequences from Govt/judicial arms of such a situation, then just forget it--my feeling is: he may not be like to face the consequences if someone filed a case in any court later.
All the Best.
Rgds,
TS
From India, Hyderabad
Reg the leaves during the Probation period, what Nivedita mentioned is right--it varies from company to company.
Another way of looking @ this issue depends on the Notice Period your company has--if it's long [2-3 months], than some amount of leaves during the NP would be realistic--on what grounds/reasons depends again on the company. Many companies usually allow only medical/sick leaves.
Coming to the Maternity leaves Policy, Madhuri has suggested rightly--just underline the relevant lines in the Act about the consequences of what would happen IF IT'S NOT PRACTICED in any company. If your boss is ready to face the questioning/consequences from Govt/judicial arms of such a situation, then just forget it--my feeling is: he may not be like to face the consequences if someone filed a case in any court later.
All the Best.
Rgds,
TS
From India, Hyderabad
whatever till now has been mentioned about maternity leaves is absolutely correct
For leaves during probation period, some companies do give leaves either CL or SL and adjust them after completion of probation period. This again depends on companys policy as mentioned earlier by respective members.
Regards,
Sandesh Chavan
From India, Mumbai
For leaves during probation period, some companies do give leaves either CL or SL and adjust them after completion of probation period. This again depends on companys policy as mentioned earlier by respective members.
Regards,
Sandesh Chavan
From India, Mumbai
Thanks to Nivedita, tajsateesh & Sandesh Chavan,
Thank you so much for the help...
But my Boss is not ready to give any kinds of leaves in probation period.
Talking about Maternity leaves, i have already intimated him about the Maternity act but he is least bothered..
Now what should i mention in Leave policy?? Shall i mention about Maternity leaves or not??
and if i don't mention, what should be the consequences??
Regards,
Swapnalee
From India, Mumbai
Thank you so much for the help...
But my Boss is not ready to give any kinds of leaves in probation period.
Talking about Maternity leaves, i have already intimated him about the Maternity act but he is least bothered..
Now what should i mention in Leave policy?? Shall i mention about Maternity leaves or not??
and if i don't mention, what should be the consequences??
Regards,
Swapnalee
From India, Mumbai
Hi Swapnalee,
Leave during probation will be unpaid if your boss is not allowing it. It would entirely depend upon his will as its his company...You can just suggest, whereas about maternity benefit, its a statutory obligation on the employer (if the conditions are satisfied). My suggestion to you would be communicate all this to him through mail once again, so that if anyone (outsider) asks the HR dept about maternity benefits ,you can very well show them that you had informed about this to the boss well in advance, enforcing this was was out of your authority.
From India, Pune
Leave during probation will be unpaid if your boss is not allowing it. It would entirely depend upon his will as its his company...You can just suggest, whereas about maternity benefit, its a statutory obligation on the employer (if the conditions are satisfied). My suggestion to you would be communicate all this to him through mail once again, so that if anyone (outsider) asks the HR dept about maternity benefits ,you can very well show them that you had informed about this to the boss well in advance, enforcing this was was out of your authority.
From India, Pune
Dear Swapnalee.
The following details are for Maternity Leave.
CHECK LIST
Object of the Act
To protect the dignity of motherhood and the dignity of a new person's birth by providing for the full and healthy maintenance of the woman and her child at this important time when she is not working.
Coverage of the Act
Upon all women employees either employed directly or through contractor except domestic women employee employed in mines, factories, plantations and also in other establishments if the State Government so decides. Therefore, if the State Government decides to apply this Act to women employees in shops and commercial establishments, they also will get the benefit of this Act. Bihar, Punjab Haryana, West Bengal, U.P., Orissa and Andhra have don so.
Conditions for eligibility of benefits
Women indulging temporary of unmarried are eligible for maternity benefit when she is expecting a child and has worked for her employer for at least 80 days in the 12 months immediately proceeding the date of her expected delivery {Section 5}
Cash Benefits
Leave with average pay for six weeks before the delivery
Leave with average pay for six weeks after the delivery
A medical bonus of Rs. 25 if the employer does not provide free medical care to the woman
An additional leave with pay up to one month if the woman shows proof of illness due to the pregnancy, delivery, miscarriage or premature birth
In case of miscarriage, six weeks leave with average pay from the date of miscarriage
Non Cash Benefits/Privilege
Light work for ten weeks (six weeks plus one month) before the date of her expected delivery, if she asks for it
Two nursing breaks in the course of her daily work until the child is 15 months old
No discharge or dismissal while she is on maternity leave
No change to her disadvantage in any of the conditions of her employment while on maternity leave
Pregnant women discharged or dismissed may still claim maternity benefit from the employer
Exception: Women dismissed for gross misconduct lose their right under the Act for Maternity Benefit
Conditions for eligibility of benefits
Ten weeks before the date of her expected delivery, she may ask the employer to give her light work for a month. At that time she should produce a certificate that she is pregnant
She should give written notice to the employer about seven weeks before the date of her delivery that she will be absent for six weeks before and after her delivery. She should also name the person to whom payment will be made in case she cannot take it herself
She should take the payment for the first six weeks before she goes on leave
She will get payment for the six weeks after child-birth within 48 hours of giving proof that she has had a child
She will be entitled to two nursing breaks of fifteen minutes each in the course of her daily work till her child is fifteen months old
Her employer cannot discharge her or change her conditions of service while she is on maternity leave {Section 5}
Leave for Miscarriage
& Tubectomy Operation
Leave with wages at the rate of maternity benefit, for a period of six weeks immediately following the day of her miscarriage or her medical termination of pregnancy
Entitled to leave with wages at the rate of maternity benefit for a period of two weeks immediately following the day of her tubectomy operation
Leave for illness arising out of pregnancy etc.
A woman suffering from illness arising our of pregnancy, delivery, premature birth of child (Miscarriage, medical termination of pregnancy or tubectomy operation) be entitled, in addition to the period of absence allowed to her leave with wages at the rate of maternity benefit for a maximum period of one month. {Section 10}
Prohibition of dismissal during absence of pregnancy
Discharge or dismissal of a woman employed during or on account of such absence or to give notice or discharge or dismissal on such a day that the notice will expire during such absence or to vary her disadvantage
Discharge or dismissal during or on account of such absence or to give notice of discharge or dismissal on such a day that the notice will expire during such absence, or to vary to her disadvantage any of the conditions of her service
At the time during her pregnancy, if the woman but for such discharge or dismissal would have been entitled to maternity benefit or medical bonus, etc
Not barred in case of dismissal for cross misconduct
Failure to Display Abstract of Act
Imprisonment may extend to one year or fine.
Forfeiture of maternity benefit
If permitted by her employer to absent herself under the provisions of section 6 for any period during such authorized absence, she shall forfeit her claim to the maternity benefit for such period.
For discharging or dismissing such a woman during or on account of her absence from work, the employer shall be punishable with imprisonment which shall not be less than 3 months, but it will extend to one year and will find, but not exceeding Rs.5000.00 {Section 18}
Anil Jadhav
From India, Pune
The following details are for Maternity Leave.
CHECK LIST
Object of the Act
To protect the dignity of motherhood and the dignity of a new person's birth by providing for the full and healthy maintenance of the woman and her child at this important time when she is not working.
Coverage of the Act
Upon all women employees either employed directly or through contractor except domestic women employee employed in mines, factories, plantations and also in other establishments if the State Government so decides. Therefore, if the State Government decides to apply this Act to women employees in shops and commercial establishments, they also will get the benefit of this Act. Bihar, Punjab Haryana, West Bengal, U.P., Orissa and Andhra have don so.
Conditions for eligibility of benefits
Women indulging temporary of unmarried are eligible for maternity benefit when she is expecting a child and has worked for her employer for at least 80 days in the 12 months immediately proceeding the date of her expected delivery {Section 5}
Cash Benefits
Leave with average pay for six weeks before the delivery
Leave with average pay for six weeks after the delivery
A medical bonus of Rs. 25 if the employer does not provide free medical care to the woman
An additional leave with pay up to one month if the woman shows proof of illness due to the pregnancy, delivery, miscarriage or premature birth
In case of miscarriage, six weeks leave with average pay from the date of miscarriage
Non Cash Benefits/Privilege
Light work for ten weeks (six weeks plus one month) before the date of her expected delivery, if she asks for it
Two nursing breaks in the course of her daily work until the child is 15 months old
No discharge or dismissal while she is on maternity leave
No change to her disadvantage in any of the conditions of her employment while on maternity leave
Pregnant women discharged or dismissed may still claim maternity benefit from the employer
Exception: Women dismissed for gross misconduct lose their right under the Act for Maternity Benefit
Conditions for eligibility of benefits
Ten weeks before the date of her expected delivery, she may ask the employer to give her light work for a month. At that time she should produce a certificate that she is pregnant
She should give written notice to the employer about seven weeks before the date of her delivery that she will be absent for six weeks before and after her delivery. She should also name the person to whom payment will be made in case she cannot take it herself
She should take the payment for the first six weeks before she goes on leave
She will get payment for the six weeks after child-birth within 48 hours of giving proof that she has had a child
She will be entitled to two nursing breaks of fifteen minutes each in the course of her daily work till her child is fifteen months old
Her employer cannot discharge her or change her conditions of service while she is on maternity leave {Section 5}
Leave for Miscarriage
& Tubectomy Operation
Leave with wages at the rate of maternity benefit, for a period of six weeks immediately following the day of her miscarriage or her medical termination of pregnancy
Entitled to leave with wages at the rate of maternity benefit for a period of two weeks immediately following the day of her tubectomy operation
Leave for illness arising out of pregnancy etc.
A woman suffering from illness arising our of pregnancy, delivery, premature birth of child (Miscarriage, medical termination of pregnancy or tubectomy operation) be entitled, in addition to the period of absence allowed to her leave with wages at the rate of maternity benefit for a maximum period of one month. {Section 10}
Prohibition of dismissal during absence of pregnancy
Discharge or dismissal of a woman employed during or on account of such absence or to give notice or discharge or dismissal on such a day that the notice will expire during such absence or to vary her disadvantage
Discharge or dismissal during or on account of such absence or to give notice of discharge or dismissal on such a day that the notice will expire during such absence, or to vary to her disadvantage any of the conditions of her service
At the time during her pregnancy, if the woman but for such discharge or dismissal would have been entitled to maternity benefit or medical bonus, etc
Not barred in case of dismissal for cross misconduct
Failure to Display Abstract of Act
Imprisonment may extend to one year or fine.
Forfeiture of maternity benefit
If permitted by her employer to absent herself under the provisions of section 6 for any period during such authorized absence, she shall forfeit her claim to the maternity benefit for such period.
For discharging or dismissing such a woman during or on account of her absence from work, the employer shall be punishable with imprisonment which shall not be less than 3 months, but it will extend to one year and will find, but not exceeding Rs.5000.00 {Section 18}
Anil Jadhav
From India, Pune
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