I want to formulate a leave policy for a company which has branches all over india. The problem is that each state has its own list of holidays which are different from each other. The Company wants uniform number of days leave for all the employees all over India
From India, Pune
3From India, Pune
I want to formulate a leave policy for a company which has branches all over india. The problem is that each state has its own list of holidays which are different from each other. The Company wants uniform number of days leave for all the employees all over India.
From India, Pune
From India, Pune
Hi dear,
First of all decide the no of leaves you wants to give in a year, Assign leave against every festival.For ex. you hav set ten leaves. In delhi there are 10 festivals 1 leave is given on every festival, and in bombay there are only 5 festivals , assign 1 leaves against each festival and the remaining 5 leaves they can avail any time during the session, but one leave at a time. This may help you while making ur policy
Jitender Tanwar
9998960206
From India, Mumbai
First of all decide the no of leaves you wants to give in a year, Assign leave against every festival.For ex. you hav set ten leaves. In delhi there are 10 festivals 1 leave is given on every festival, and in bombay there are only 5 festivals , assign 1 leaves against each festival and the remaining 5 leaves they can avail any time during the session, but one leave at a time. This may help you while making ur policy
Jitender Tanwar
9998960206
From India, Mumbai
Dear Mr Moholkar
I feel your mail is mixed about Holidays and Employee Leaves.
Formulating Leave policy comes under the Company's common Administrative Leave Policy, which is applicable to all Branches
across the India.
The Leave Policy regulates the ELs, CLs and Sick Leave and all
other authorized leaves (ex. Maternity)of the employees in accordance with the Govt Act
Every Company has to observe the Holidays according to the
State / local festivals. So we can not have unique policy for
these Holidays other than the NATIONAL HOLIDAYS.
Best Regards
From India, Hyderabad
I feel your mail is mixed about Holidays and Employee Leaves.
Formulating Leave policy comes under the Company's common Administrative Leave Policy, which is applicable to all Branches
across the India.
The Leave Policy regulates the ELs, CLs and Sick Leave and all
other authorized leaves (ex. Maternity)of the employees in accordance with the Govt Act
Every Company has to observe the Holidays according to the
State / local festivals. So we can not have unique policy for
these Holidays other than the NATIONAL HOLIDAYS.
Best Regards
From India, Hyderabad
You need to understand that local establishments / offices of your company in different states are governed by local state law. Apart from certain festivals are different, Local Shop and Establishment Act / state Holiday and Festival Acts provide for compulsory holidays for certain dates. e.g 1st Nov is holidays in many states as it is the date on which these state came into existence. same treatment is for 1st May. etc
You can have the Nos of holiday same in the company but NOT the the dates.
From India, Bangalore
You can have the Nos of holiday same in the company but NOT the the dates.
From India, Bangalore
Dear Sirs,
I have a problem with employees taking more than the paid leaves i.e 30 days per annum , on some pretext or other.
1.)Apart from deducting the salary for the extra days is there any other option?
2.)Can a policy be made
Please advise
William
m-9891660642
From India, Delhi
I have a problem with employees taking more than the paid leaves i.e 30 days per annum , on some pretext or other.
1.)Apart from deducting the salary for the extra days is there any other option?
2.)Can a policy be made
Please advise
William
m-9891660642
From India, Delhi
Dear All
AS Mr mrnsarma has pointed out, please let there be no confusion in holidays and leave (such as casual leave, erned or privilege leave, sick leave, maternity leave etc.
For formulating new leave rules for one's company, I would suggest that one studies P. Muthuswamy's (popularly known as Swamy's Publications) on Government of India leave rules which are most ideal leave rules and framed after due considerations on many aspects. The companies may make necessary changes suitable to their needs and give their own number of leave per year to their employees but let the base be GOI leave rules, I personally feel. The GOI has also now started paternity leave of 15 days. To bust the morale of their employees, I suggest private sector may also follow the suit and start paternity leave for first two children. Let this be an additional or alternative perk.
Except statutory holidays (such as Maharashtra Day on 1st May in Maharashtra state, 15th August and 26th January etc.), an employer may differ his holidays with those of the concerned state. There is absolutely no problem with it except in the case of statutory holidays. However, in such cases, the employer loses access to banks on public holidays on those days in particular states. I suggest that HR willing to formulate standard holidays on all India basis may prescribe following days compulsory for all offices in all states and leave the remaining holidays to be selected by their branch offices in the states and communicate the holiday lists to other branches. Thus there will be uniform holidays on maximum days.
Dussera (Vijaya Dashami) (two days Navami and Dashami for Durga Pooja)
Diwali (two days Lakshmi Puja and Padwa)
26th January
Mahashivaratri
Holi
Gudi Padawa/ Ugadi/Cheti Chand
Ram Navami
Narali Poornima or Rakhi Poornima
Janmashtami
For employees belonging to minority, optional holidays may be offered instead of keeping the entire establishment closed on their important festivals. In central government offices, such holidays are called restricted holidays. The GOI employees are entitled to get 2 restricted holidays (RH) in a calendar year over and above 16 compulsory holidays. Each employer may deside the number of holidays in a calendar year and arrive at those dates from the festivals of the states. Branch offices in Maharashtra will prefer holidays on Ganesh Chaturthi and Anant Chaturdashi days. Branch offices in Gujarat will prefer holiday on Uttarayan (Makar Sankrant / Pongal day mostly falling on 14th January).
Shyam Agrawal
From India, Pune
AS Mr mrnsarma has pointed out, please let there be no confusion in holidays and leave (such as casual leave, erned or privilege leave, sick leave, maternity leave etc.
For formulating new leave rules for one's company, I would suggest that one studies P. Muthuswamy's (popularly known as Swamy's Publications) on Government of India leave rules which are most ideal leave rules and framed after due considerations on many aspects. The companies may make necessary changes suitable to their needs and give their own number of leave per year to their employees but let the base be GOI leave rules, I personally feel. The GOI has also now started paternity leave of 15 days. To bust the morale of their employees, I suggest private sector may also follow the suit and start paternity leave for first two children. Let this be an additional or alternative perk.
Except statutory holidays (such as Maharashtra Day on 1st May in Maharashtra state, 15th August and 26th January etc.), an employer may differ his holidays with those of the concerned state. There is absolutely no problem with it except in the case of statutory holidays. However, in such cases, the employer loses access to banks on public holidays on those days in particular states. I suggest that HR willing to formulate standard holidays on all India basis may prescribe following days compulsory for all offices in all states and leave the remaining holidays to be selected by their branch offices in the states and communicate the holiday lists to other branches. Thus there will be uniform holidays on maximum days.
Dussera (Vijaya Dashami) (two days Navami and Dashami for Durga Pooja)
Diwali (two days Lakshmi Puja and Padwa)
26th January
Mahashivaratri
Holi
Gudi Padawa/ Ugadi/Cheti Chand
Ram Navami
Narali Poornima or Rakhi Poornima
Janmashtami
For employees belonging to minority, optional holidays may be offered instead of keeping the entire establishment closed on their important festivals. In central government offices, such holidays are called restricted holidays. The GOI employees are entitled to get 2 restricted holidays (RH) in a calendar year over and above 16 compulsory holidays. Each employer may deside the number of holidays in a calendar year and arrive at those dates from the festivals of the states. Branch offices in Maharashtra will prefer holidays on Ganesh Chaturthi and Anant Chaturdashi days. Branch offices in Gujarat will prefer holiday on Uttarayan (Makar Sankrant / Pongal day mostly falling on 14th January).
Shyam Agrawal
From India, Pune
Dear All,
AS regards the questions raised by Mr William in his posting above, I have to say deducting salary for excess leave availed in not a solution to the problem. This will create many problems in future viz. arriving at qualified service for gratuity, payment of pension under the Employees Pension Scheme, 1995 etc. The Government of India leaves no day in one's service unregularised. The best policy in private sector would be, I feel, to regularise the excess leave as leave due and give the employee salary for such excess leave. This will be good for the employees who do can keep the date due to circumstances beyond their control. However, if the employee is habitual in availing excess leave, the concerned HR may issue him warning for future and if there is no improvement, the HR may regularise such excess leave as leave without pay. This period may affect pension computation, gratutity etc. as such leave without pay is not considered qualified service. The employer may take recourse to regularising excess leave only if the employee is habitual absentee and not able to justify his absence to the fullest satisfaction of the immediate superiors. In other cases, excess leave or absence may be regularised as leave due.
Shyam Agrawal
From India, Pune
AS regards the questions raised by Mr William in his posting above, I have to say deducting salary for excess leave availed in not a solution to the problem. This will create many problems in future viz. arriving at qualified service for gratuity, payment of pension under the Employees Pension Scheme, 1995 etc. The Government of India leaves no day in one's service unregularised. The best policy in private sector would be, I feel, to regularise the excess leave as leave due and give the employee salary for such excess leave. This will be good for the employees who do can keep the date due to circumstances beyond their control. However, if the employee is habitual in availing excess leave, the concerned HR may issue him warning for future and if there is no improvement, the HR may regularise such excess leave as leave without pay. This period may affect pension computation, gratutity etc. as such leave without pay is not considered qualified service. The employer may take recourse to regularising excess leave only if the employee is habitual absentee and not able to justify his absence to the fullest satisfaction of the immediate superiors. In other cases, excess leave or absence may be regularised as leave due.
Shyam Agrawal
From India, Pune
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Leave Policy.doc