Hi all,
I need help on this.
In our company an employee can take 20 leaves(10 Casual+10 Sick) per year.They are calculated on a prorata basis.
Now the question is that few employees were on Leave without accumulating enough leaves, so were considered to be on loss of pay.
And at the end of the year they have accumulated the leaves. So can these leave taking be avoided as they have exceeded the amount of leaves stipulated by the company.
Do let me know if this kind of thing can be done or not.
From India, New Delhi
I need help on this.
In our company an employee can take 20 leaves(10 Casual+10 Sick) per year.They are calculated on a prorata basis.
Now the question is that few employees were on Leave without accumulating enough leaves, so were considered to be on loss of pay.
And at the end of the year they have accumulated the leaves. So can these leave taking be avoided as they have exceeded the amount of leaves stipulated by the company.
Do let me know if this kind of thing can be done or not.
From India, New Delhi
I presume that CL in your company will lapse by the end of the year (calendar year)
CL/ SL can be given on prorata basis and an employee who takes more than that credited will be on loss of pay. If later on he earns CL (as he doesnot take leave) that leave will not compensate the loss of pay. If your company permits encashment of CL/ SL not availed, you can make encashment and that will certainly compensate the pay lost earlier. If your company does not have the practice of encasing CL (usually no company permits encashment of CL/ SL), then the same will lapse and you cannot reverse it back to a month in which LOP occurred. If you go for that the gross salary should change, deductions towards ESI/ EPF will change and this will create problems because it is on the basis of actual salary for the month that employer could have worked out contributions, remitted the amount of contributions and submitted the monthly returns.
Regards,
Madhu.T.K
From India, Kannur
4249CL/ SL can be given on prorata basis and an employee who takes more than that credited will be on loss of pay. If later on he earns CL (as he doesnot take leave) that leave will not compensate the loss of pay. If your company permits encashment of CL/ SL not availed, you can make encashment and that will certainly compensate the pay lost earlier. If your company does not have the practice of encasing CL (usually no company permits encashment of CL/ SL), then the same will lapse and you cannot reverse it back to a month in which LOP occurred. If you go for that the gross salary should change, deductions towards ESI/ EPF will change and this will create problems because it is on the basis of actual salary for the month that employer could have worked out contributions, remitted the amount of contributions and submitted the monthly returns.
Regards,
Madhu.T.K
From India, Kannur
Hi All,
I am currently persuing my final year of MBA HR, I have close to 4 Years of exp in to Recruitment, but my interest lies in "Compensation & Benefit" for it has a wide scope and touches almost every aspect of the organizational affairs. Would highly appreciate if you could guide me in regards, How to become a "Compensation & Benefit" Specialist. Also please let me know the scope of C&B and since i am a fresher in regards to C&B, are there any opportunity where in people like me can get in to ?......
Would appreciate your valuable thoughts on the same.
You can also mail me at
Regards,
Macklin
From India, Thana
I am currently persuing my final year of MBA HR, I have close to 4 Years of exp in to Recruitment, but my interest lies in "Compensation & Benefit" for it has a wide scope and touches almost every aspect of the organizational affairs. Would highly appreciate if you could guide me in regards, How to become a "Compensation & Benefit" Specialist. Also please let me know the scope of C&B and since i am a fresher in regards to C&B, are there any opportunity where in people like me can get in to ?......
Would appreciate your valuable thoughts on the same.
You can also mail me at
Regards,
Macklin
From India, Thana
Dear aju,
Salary ceiling is the minimum amount which the government decides for, depending upon the industry and level of employee(i.e. unskilled,semiskilled,unskilled)it consists of the minimum BASIC salary,DA,which should be given and its slab differ from state to state.
Rgards
From India, Mumbai
Salary ceiling is the minimum amount which the government decides for, depending upon the industry and level of employee(i.e. unskilled,semiskilled,unskilled)it consists of the minimum BASIC salary,DA,which should be given and its slab differ from state to state.
Rgards
From India, Mumbai
Hi All,
Leave calculation:-
as per governement norms any employee who has complete 240 physically present days in a organisation in preceding year is eligible for 1 leave every 20 days.So suppose an employee has joined in july-08 in a firm and by year end he was present for 156 days (excluding sundays,declared holidays) then prodata basis he will be eligible for :-156/20=8 days paid leave.
every firm have different rules of leave for its employees.Sowhere the balance PL,Cl,Sl, all the three leaves are encashed during the year end (on Basic salary and DA)
So organisation balance Sl and Cl if not used by year end LApses.
Hope the above information serves your purposes.
Regards
From India, Mumbai
Leave calculation:-
as per governement norms any employee who has complete 240 physically present days in a organisation in preceding year is eligible for 1 leave every 20 days.So suppose an employee has joined in july-08 in a firm and by year end he was present for 156 days (excluding sundays,declared holidays) then prodata basis he will be eligible for :-156/20=8 days paid leave.
every firm have different rules of leave for its employees.Sowhere the balance PL,Cl,Sl, all the three leaves are encashed during the year end (on Basic salary and DA)
So organisation balance Sl and Cl if not used by year end LApses.
Hope the above information serves your purposes.
Regards
From India, Mumbai
Dear All
I need to understand if an organisation is going for a shut down without pay for certain days in a month, hoe the salary is calculated? is it calculated on the no. of days in a month or no. of working days in a month?
Thanks
Koel
From India, New Delhi
I need to understand if an organisation is going for a shut down without pay for certain days in a month, hoe the salary is calculated? is it calculated on the no. of days in a month or no. of working days in a month?
Thanks
Koel
From India, New Delhi
There can three types of leave with salary/wages
1) Casual leave 2) Earned leave 3) Medical/sick leave
Generally leave rules are framed by the management. Casual leave expires at the end of the year and sometimes, this can be encashed also. Earned leave and medical leave can be accumulated, if not availed, to a maximum days prescribed in the leave rules. Over and above that also can be encashed. If the leave rules permit availing leave in advance ( i.e. before earning the leave) salary can be paid.
KCS Kutty, Chennai
From India, Madras
1) Casual leave 2) Earned leave 3) Medical/sick leave
Generally leave rules are framed by the management. Casual leave expires at the end of the year and sometimes, this can be encashed also. Earned leave and medical leave can be accumulated, if not availed, to a maximum days prescribed in the leave rules. Over and above that also can be encashed. If the leave rules permit availing leave in advance ( i.e. before earning the leave) salary can be paid.
KCS Kutty, Chennai
From India, Madras
Hi
my dear friend, i thing if a person joins in between i.e you have mentioned in july and had completed 156 working days means he/ she will be eligible for 15 El in next peroid if he had completed 2/3 of working days from July to march. and most of the companies only EL is encashed but CL is for every month i.e 1 CL for the month and SL is for the Year i.e you can utised in due course of time during any accident or health problem.
hope this wl be clarified to you.
From India, Bangalore
my dear friend, i thing if a person joins in between i.e you have mentioned in july and had completed 156 working days means he/ she will be eligible for 15 El in next peroid if he had completed 2/3 of working days from July to march. and most of the companies only EL is encashed but CL is for every month i.e 1 CL for the month and SL is for the Year i.e you can utised in due course of time during any accident or health problem.
hope this wl be clarified to you.
From India, Bangalore
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LEAVE ENCASHMENT NOT INCLUDED IN WAGES FOR P. F. CALCULATION.pdf
Leave Encashment & Salary Calculation.xls x