I Am Working In A Private Limited. Please Help Me To Know sick leave and casual leave taken for employee in the same time? and casual leave & El can be taken same time ,sick leave & El . plz help me
From India,
From India,
1. Sick Leave can be merged with Annual Leave, if it exceeds the entitlement.
2. Earned Leave or Annual Leave can be merged together with Sick Leave, depending upon the circumstances.
3. Casual Leave CANNOT be combined with any other type of leave. Also, please take a note that an individual has to report back after completion of casual leave, work for a day and then avail annual or sick leave. Also, if a person is on earned leave/sick leave, he/she will report back after completion of leave, work for a day and then avails his balance casual leave.
Hope that answers your question.
From India, Mumbai
212. Earned Leave or Annual Leave can be merged together with Sick Leave, depending upon the circumstances.
3. Casual Leave CANNOT be combined with any other type of leave. Also, please take a note that an individual has to report back after completion of casual leave, work for a day and then avail annual or sick leave. Also, if a person is on earned leave/sick leave, he/she will report back after completion of leave, work for a day and then avails his balance casual leave.
Hope that answers your question.
From India, Mumbai
Hi Guys ,
Actually EL is purily on as per Factory Act 1948 & State rules where on every 20 days person will be eligible for 01 day EL which can avail in next calendar year .
2nd Sl , CL & NH NF are depends upon State leave rules which is differ in every state in India.
Every company has leave policy to ensure compliances & smooth leaves .
From India, Velluru
Actually EL is purily on as per Factory Act 1948 & State rules where on every 20 days person will be eligible for 01 day EL which can avail in next calendar year .
2nd Sl , CL & NH NF are depends upon State leave rules which is differ in every state in India.
Every company has leave policy to ensure compliances & smooth leaves .
From India, Velluru
Hi Ashishnigam & other interest Members. 29.1.2015
Sub: LEAVE ADMIN. / MANAGEMENT-Rules
=========================================
This has ref. to the query reg. Leave Rules.
HR has to frame the Leave Rules keeping the interest of the Co. as also its employees.
I have framed the COMBINED Rules governing
all types of LEAVES,
Rules for Earning W/O,
SHORT & LONG LEAVE RULES,
Extra Work - Co-Off Rules, Co-Off Application Form & Register
Reduction of Leave due to Absenteeism,
L.W.O.P.,
M.B. Rules,
P.L. Encashment + Appn.for Encashment-Form+ Registers.
---------------------------------------------
Leave Administration/ Management is an important HR function and a ticklish job not only for those who frame the Leave Rules but also for the HR Staff who have to administer them in their day to day works as they come into conflict with the employees when Leave Rule is not clearly spelt out. Each Co. Management frame the Rules to suite its Business needs & it varies from Co. to Co., However, it has to be Drafted/Framed within the scope of Rules framed under Factories / S&CE Acts.
Most employees try to save Leave (& they must save since that is what they’ll get - un-availed Leave as Encashment when they leave the Services). Same way; Company also want employee to exhaust the Leave to reduce Company’s burden/liability for Encashment when employee leaves the Service.
As the Urgency to take leave cannot be predicted, some employees will go in the middle of the week as against a Planned Leave ( from Monday to Saturday) to save pre-fixing & suffixing Sunday/Holiday/Weekly Off. When the employee suddenly go due to urgency (in the middle of the week) & returns after 4-5 days, How to adjust the Intervening W/O. to save his W/O ?
SHORT LEAVE & LONG LEAVE Policy
---------------------------------------------------------
HR can frame SHORT LEAVE & LONG LEAVE Policy so that needy employees will not lose his W/O in such critical time.
Only when LONG LEAVE is taken (Planned Leave), Intervening W/O will count.
Similarly, providing 2 Optional Holidays in the Holiday List for 2015 will help both Co. & its employees.
We have already Filed/Declared Holiday List with Factory Inspector, L.C., & Notice Board and we also have Rules to give W/Off as per Factories /Shops&Estt. Act. We also have Rules of Minimum days to work/(apply Leave With Pay) in a week to entitle an employee for W/Off. We have to have SHORT & LONG Leave Rules Policies so that the employee grievance of losing W/O due to taking short leave from middle of the week will not happen and HR will not be blamed for not framing proper Leave Rules.
Today, HR Dept. is becoming a target for Not framing / not implementing Progressive Leave Rules; although Leave Rules are available to take care of both Employees interest as also that of the Company.
I can assist in framing of all the Rules & Policies. I have served over 30 yrs in HR,IR,LEGAL&Admn. Works of 6 Mfg.Cos. with 3000+CL and dealt with all situations, ISO Certifications, Consultants Works etc.,
I request you to provide me some details of the Company like Co’s. Name, Location, Your Mob.No., HR Dept.,staff, total employees strength, Products Mfd., etc., so that I can offer HR Consultancy.
Please provide your Email ID to send Consultancy proposal with all Policies to set up HR Dept., Frame SO, Leave Rules etc.,
Thanks.
HR Consultant, Ex-AGM-HR&Admn.
Ph: 9535470460
From India, Bangalore
Sub: LEAVE ADMIN. / MANAGEMENT-Rules
=========================================
This has ref. to the query reg. Leave Rules.
HR has to frame the Leave Rules keeping the interest of the Co. as also its employees.
I have framed the COMBINED Rules governing
all types of LEAVES,
Rules for Earning W/O,
SHORT & LONG LEAVE RULES,
Extra Work - Co-Off Rules, Co-Off Application Form & Register
Reduction of Leave due to Absenteeism,
L.W.O.P.,
M.B. Rules,
P.L. Encashment + Appn.for Encashment-Form+ Registers.
---------------------------------------------
Leave Administration/ Management is an important HR function and a ticklish job not only for those who frame the Leave Rules but also for the HR Staff who have to administer them in their day to day works as they come into conflict with the employees when Leave Rule is not clearly spelt out. Each Co. Management frame the Rules to suite its Business needs & it varies from Co. to Co., However, it has to be Drafted/Framed within the scope of Rules framed under Factories / S&CE Acts.
Most employees try to save Leave (& they must save since that is what they’ll get - un-availed Leave as Encashment when they leave the Services). Same way; Company also want employee to exhaust the Leave to reduce Company’s burden/liability for Encashment when employee leaves the Service.
As the Urgency to take leave cannot be predicted, some employees will go in the middle of the week as against a Planned Leave ( from Monday to Saturday) to save pre-fixing & suffixing Sunday/Holiday/Weekly Off. When the employee suddenly go due to urgency (in the middle of the week) & returns after 4-5 days, How to adjust the Intervening W/O. to save his W/O ?
SHORT LEAVE & LONG LEAVE Policy
---------------------------------------------------------
HR can frame SHORT LEAVE & LONG LEAVE Policy so that needy employees will not lose his W/O in such critical time.
Only when LONG LEAVE is taken (Planned Leave), Intervening W/O will count.
Similarly, providing 2 Optional Holidays in the Holiday List for 2015 will help both Co. & its employees.
We have already Filed/Declared Holiday List with Factory Inspector, L.C., & Notice Board and we also have Rules to give W/Off as per Factories /Shops&Estt. Act. We also have Rules of Minimum days to work/(apply Leave With Pay) in a week to entitle an employee for W/Off. We have to have SHORT & LONG Leave Rules Policies so that the employee grievance of losing W/O due to taking short leave from middle of the week will not happen and HR will not be blamed for not framing proper Leave Rules.
Today, HR Dept. is becoming a target for Not framing / not implementing Progressive Leave Rules; although Leave Rules are available to take care of both Employees interest as also that of the Company.
I can assist in framing of all the Rules & Policies. I have served over 30 yrs in HR,IR,LEGAL&Admn. Works of 6 Mfg.Cos. with 3000+CL and dealt with all situations, ISO Certifications, Consultants Works etc.,
I request you to provide me some details of the Company like Co’s. Name, Location, Your Mob.No., HR Dept.,staff, total employees strength, Products Mfd., etc., so that I can offer HR Consultancy.
Please provide your Email ID to send Consultancy proposal with all Policies to set up HR Dept., Frame SO, Leave Rules etc.,
Thanks.
HR Consultant, Ex-AGM-HR&Admn.
Ph: 9535470460
From India, Bangalore
Both can be taken together. If sick leave exeeds and no sickleave available employee can go ahead and apply for EL
From United States, Ogden
From United States, Ogden
The leave policy has to comply with the enactments applicable to the establishment. The Pvt. Ltd company might be covered by (name of the state) Shops and Commercial Establishments Act that was enacted top govern the service conditions of employees working in such establishments. Leave is also covered by this Act.
The leave policy of the company can offer superior benefits but not inferior to the provisions of the Act.
The leave policy can be framed in consultation with Employee's unions/representatives/Work's Committee and standing orders.
Thus leave policy of the company can allow to club any leave with any other leave.......
From India, Chandigarh
The leave policy of the company can offer superior benefits but not inferior to the provisions of the Act.
The leave policy can be framed in consultation with Employee's unions/representatives/Work's Committee and standing orders.
Thus leave policy of the company can allow to club any leave with any other leave.......
From India, Chandigarh
Leave policy should be as follows:
1. In case of Non-Factory establsihment/office: As per the Shop & Establishment Act of the state concerned.
2. In case of Factory: As per the Factories Act read with the Factories Rules of the state concerned.
For more details contacts/write to us:
For A K Prasad & Co. | Advocates & Legal Consultants
A K Prasad | Founder
M.N.: 9953059793
E-mail: advakprasad@gmail.com
From India, Delhi
1. In case of Non-Factory establsihment/office: As per the Shop & Establishment Act of the state concerned.
2. In case of Factory: As per the Factories Act read with the Factories Rules of the state concerned.
For more details contacts/write to us:
For A K Prasad & Co. | Advocates & Legal Consultants
A K Prasad | Founder
M.N.: 9953059793
E-mail: advakprasad@gmail.com
From India, Delhi
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