Hi,
I am working for a Software Company. Previously we use to have 6days week now we have changed to 5days week. Now we would like to change the leave policy what we use to follow. Previously it was 12CLs, 12SLs and 15PLs/ELs. Now we wanted to reduce the CLs and SL and remove the ELs atoll.
Hence I want your inputs for the same. Can I remove the ELs from the leave policy. will there be any leagal issue if I remove the ELs completely.
Or Suggest me the best Leaves Policy can be followed for the 5days week Software Company which could be justifiable to both Employer and employee as well.
Please suggest me.
Thanks
Sandhya.
From India, Visakhapatnam
1I am working for a Software Company. Previously we use to have 6days week now we have changed to 5days week. Now we would like to change the leave policy what we use to follow. Previously it was 12CLs, 12SLs and 15PLs/ELs. Now we wanted to reduce the CLs and SL and remove the ELs atoll.
Hence I want your inputs for the same. Can I remove the ELs from the leave policy. will there be any leagal issue if I remove the ELs completely.
Or Suggest me the best Leaves Policy can be followed for the 5days week Software Company which could be justifiable to both Employer and employee as well.
Please suggest me.
Thanks
Sandhya.
From India, Visakhapatnam
Dear Sandhya,
I do not know particularly about the 5 days week software company policies but :
As per shops and establishment act, it is mandatory to give 21 days of leave divided into SL, EL and CL depends upon company.
You can give 6 SL, 4 CL, 11 EL in a year.
You cannot completely remove any of the leave.
21 days of leave are aprt from national holidays and other paid holidays.
Wait for some time formore suggestions.
From India, Mumbai
I do not know particularly about the 5 days week software company policies but :
As per shops and establishment act, it is mandatory to give 21 days of leave divided into SL, EL and CL depends upon company.
You can give 6 SL, 4 CL, 11 EL in a year.
You cannot completely remove any of the leave.
21 days of leave are aprt from national holidays and other paid holidays.
Wait for some time formore suggestions.
From India, Mumbai
Dear Sandhya,
As rightly pointed out by our friend Yaasmin, EL is mandatory. Usually CL and SL balance collapses at the end of the year whereas EL gets carry forwarded to the next year. The balance EL has to be reimbursed during the process of Full and Final settlement if the candidates leaves the services of his company.
Our's is an IT Company and according to our leave policy we credit 6CL, 7SL and 8EL to our employees. Even we work 5days a week. Apart from these 21days of paid leave we provide 2 optional holidays that an employee can opt to avail from the optional holiday list we provide and apart from this we give 13days of National and International holidays. All these are paid holidays to the employees.
If the employees exceed their leave limit then that would be considered as loss of pay. If its sick leave then the employee should submit the supporting medical certificate towards his/her illness. Advance EL will be approved to employees depending upon their need(Ex : Marriage / Medical treatment etc) and same gets adjusted towards next year EL credit . In case the employee leaves his services within the same year after availing the advance EL, then the same gets adjusted in his/her full and final settlement.
- Babu
From India, Madras
As rightly pointed out by our friend Yaasmin, EL is mandatory. Usually CL and SL balance collapses at the end of the year whereas EL gets carry forwarded to the next year. The balance EL has to be reimbursed during the process of Full and Final settlement if the candidates leaves the services of his company.
Our's is an IT Company and according to our leave policy we credit 6CL, 7SL and 8EL to our employees. Even we work 5days a week. Apart from these 21days of paid leave we provide 2 optional holidays that an employee can opt to avail from the optional holiday list we provide and apart from this we give 13days of National and International holidays. All these are paid holidays to the employees.
If the employees exceed their leave limit then that would be considered as loss of pay. If its sick leave then the employee should submit the supporting medical certificate towards his/her illness. Advance EL will be approved to employees depending upon their need(Ex : Marriage / Medical treatment etc) and same gets adjusted towards next year EL credit . In case the employee leaves his services within the same year after availing the advance EL, then the same gets adjusted in his/her full and final settlement.
- Babu
From India, Madras
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