Hi, everybody Can any one help me how much CL and SL will be in one year. I have no more ideas about that please help me. Thanks & regard- Om prabh
From India, Delhi
2From India, Delhi
hai If you have cover under the shops act Pls refer your state shops and establishment act and rules
From India, Coimbatore
From India, Coimbatore
Thanks bhavesh for this information.
and , i have also asked , that if any employee takes the CL and SL in a month , then in this case salary will be deducted or not.?
there my means that suppose my company gives only 2 CL in a month , and there employee has taken the all 2 CL of this month tnen next , when employee takes any leaves , then in, this case salry will be deducted or not.
From India, Delhi
and , i have also asked , that if any employee takes the CL and SL in a month , then in this case salary will be deducted or not.?
there my means that suppose my company gives only 2 CL in a month , and there employee has taken the all 2 CL of this month tnen next , when employee takes any leaves , then in, this case salry will be deducted or not.
From India, Delhi
hi Om Prabh,
You are talking about your company gives 2 CL in particular one month, If employee has taken 2 CL in this month and 3rd leave has taken in this month than salary will be deducted. But salary deduct only on employees CL, not EL or PL. I mean Employee avail a other Leave.
Regards
Dhruv Patel
From India, Ahmedabad
You are talking about your company gives 2 CL in particular one month, If employee has taken 2 CL in this month and 3rd leave has taken in this month than salary will be deducted. But salary deduct only on employees CL, not EL or PL. I mean Employee avail a other Leave.
Regards
Dhruv Patel
From India, Ahmedabad
Thanks a lot dhruv for the great information, you have cleared the my doubts.
you means that there i have to deduct the salary from CL .
and also please tell me that in the case of third leave there i have to maintain absent in attendance sheet na.
Regard-
Om Prabh
From India, Delhi
you means that there i have to deduct the salary from CL .
and also please tell me that in the case of third leave there i have to maintain absent in attendance sheet na.
Regard-
Om Prabh
From India, Delhi
Dear all
its not Depends company to Company,
If you have cover under the shops act you may refer in your shops and establishment act
omprabh:- may i know in your state name and whether unit cover under the shops act or factories act
From India, Coimbatore
its not Depends company to Company,
If you have cover under the shops act you may refer in your shops and establishment act
omprabh:- may i know in your state name and whether unit cover under the shops act or factories act
From India, Coimbatore
Hi Om,
CL provisioning will be as per your company policy.As reagrds to Your query I feel You must have reference to your company's leave policy.Statutory norms in respect of Earned leave goes as per Leave with wages act.While CL will be guided as per the policy.If an employee takes two days leave as CL and if you have the policy to convert any such additional leave more than the allotted quota in Cl or EL you can apply that policy.Marking absent may reflect on the performance appraisal of individual employee as well.Also If the employee justifies his absentism in proper manner as per the leave policy then it will be difficult to have impact on the salary as far as deductions are concerned.
So having the strong leave policy and its implementation for the company will be fruitful to both employee and employer.
Thanks
From India, Vadodara
CL provisioning will be as per your company policy.As reagrds to Your query I feel You must have reference to your company's leave policy.Statutory norms in respect of Earned leave goes as per Leave with wages act.While CL will be guided as per the policy.If an employee takes two days leave as CL and if you have the policy to convert any such additional leave more than the allotted quota in Cl or EL you can apply that policy.Marking absent may reflect on the performance appraisal of individual employee as well.Also If the employee justifies his absentism in proper manner as per the leave policy then it will be difficult to have impact on the salary as far as deductions are concerned.
So having the strong leave policy and its implementation for the company will be fruitful to both employee and employer.
Thanks
From India, Vadodara
Hello,
There are normally three types of leaves granted to the male employees.One--Casual Leave, Two---Sick Leaves Three---Earned leaves. Casual leaves and sick leaves have to be consumed in each year and these leaves can not be forwarded. The earned leaves can be forwarded and stored for use in emergency and can be encashed later on too but this encashment or forwarding to next year is limited by the individual company policy. If you do not have the leaves balance to your account, then naturally you will lose the pay for that leave period and this absence from duty will also cause the extension of your service anniversary. The amount of all these leaves depends upon the company policy.
MP Mittal
From India, New Delhi
There are normally three types of leaves granted to the male employees.One--Casual Leave, Two---Sick Leaves Three---Earned leaves. Casual leaves and sick leaves have to be consumed in each year and these leaves can not be forwarded. The earned leaves can be forwarded and stored for use in emergency and can be encashed later on too but this encashment or forwarding to next year is limited by the individual company policy. If you do not have the leaves balance to your account, then naturally you will lose the pay for that leave period and this absence from duty will also cause the extension of your service anniversary. The amount of all these leaves depends upon the company policy.
MP Mittal
From India, New Delhi
Dear omprabh,
In brief:
1. Leave provided by company (EL, SL & CL) are governed by appliable labour law statute - i.e. Shops & Establisment, or as per the Company's Leave Policy (which is given over & above the appliable leave as per relevant statute)
2. If you are covered under S&E Act, check the relevant state's act appliable to you, because few states provide CL & SL but many do not.
3. If you are not covered under any statute for providing leave, then your company's leave policy decides the quantum of leave and eligibility.
4. Generally leaves (CL, SL & EL) are earned and availed on pro-rata basis. Ex: If employee is eligible for 12 days CL in a year, he can avail only one day after completion of one month (hypothetically). If additional leave taken can either be granted as paid leave as a very special case, or treated as Leave Without Pay. Depends on the company's HR apporach & spirit of the polcies.
Hope the brief gives you insights to resolve your queries.
Regards
Ketan Shetty
From India, Mumbai
In brief:
1. Leave provided by company (EL, SL & CL) are governed by appliable labour law statute - i.e. Shops & Establisment, or as per the Company's Leave Policy (which is given over & above the appliable leave as per relevant statute)
2. If you are covered under S&E Act, check the relevant state's act appliable to you, because few states provide CL & SL but many do not.
3. If you are not covered under any statute for providing leave, then your company's leave policy decides the quantum of leave and eligibility.
4. Generally leaves (CL, SL & EL) are earned and availed on pro-rata basis. Ex: If employee is eligible for 12 days CL in a year, he can avail only one day after completion of one month (hypothetically). If additional leave taken can either be granted as paid leave as a very special case, or treated as Leave Without Pay. Depends on the company's HR apporach & spirit of the polcies.
Hope the brief gives you insights to resolve your queries.
Regards
Ketan Shetty
From India, Mumbai
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MWAct (CL).pdf
Salary format 2011 for CL.xls