I need to know whether the casual leave will affect a persons medical leave, mean that if an employee has 15 days casual leave and now he takes one month medical leave, the 15 days casual leave will deduct in this medical leave? and the LOP will be for balance 15 days of the 30 days medical leave? Please, clarify my doubt, i need the solution only as per private companies.
From India, Vellore
From India, Vellore
Hi
All the private companies have their own policies Can you explain the leave policy of your company? How many leaves does each employee will be benefited?
As per the labor act every person should get 10 Sick leaves per annum and even EL is applicable. EL should be as 1 EL per 20 days he/she worked.
If at all the employee is exceeding the alloted leaves then he/she may loose the salary. If at all the employee has ESI benefit then he can claim the same wages from ESI
From India, Bangalore
639All the private companies have their own policies Can you explain the leave policy of your company? How many leaves does each employee will be benefited?
As per the labor act every person should get 10 Sick leaves per annum and even EL is applicable. EL should be as 1 EL per 20 days he/she worked.
If at all the employee is exceeding the alloted leaves then he/she may loose the salary. If at all the employee has ESI benefit then he can claim the same wages from ESI
From India, Bangalore
In our company we have 10 CL and we are not having ESI and EL is included in CL. i have a query that whether a person take a medical leave for 30 days, the 10 days CL Leave will be affect in the medical leave?
From India, Vellore
From India, Vellore
Dear Gdivyagopal,
I followed your concern. According to the provisions contained in the legislature, no merger or continuation is allowed with CL/SL/EL. If one proceeded on medical, he will medical leave to the extent of his eligibility and remaining days will go into without pay. Similar is the situation in other leave cases.
P k Sharma
From India, Delhi
I followed your concern. According to the provisions contained in the legislature, no merger or continuation is allowed with CL/SL/EL. If one proceeded on medical, he will medical leave to the extent of his eligibility and remaining days will go into without pay. Similar is the situation in other leave cases.
P k Sharma
From India, Delhi
Mr. Jeevarathanam has replied aptly, if your company does not have Sick Leave or Earned/Privilege Leave (which I surprise) then after adjusting the CL all leaves will be LOP/LWP
From India, Ahmadabad
From India, Ahmadabad
Hi, divyagopal,
It is surprising that you are not having any PL or EL in your company and you are telling that 15 days CL. Whether this is as per the company rules or else. I have not come across with 15 days CL in year the maximum is CL is 10-12. If it is CL is 15 days what about statutory leave which are called as EL/PL. What you are stated must be PL/EL. May not be CL. Still you want to know more please continue your query in this thread.
Adoni Suguresh
Sr.Executive (Pers, Admin & Ind.Rels)Rtd
Labour Laws Consultant
From India, Bidar
It is surprising that you are not having any PL or EL in your company and you are telling that 15 days CL. Whether this is as per the company rules or else. I have not come across with 15 days CL in year the maximum is CL is 10-12. If it is CL is 15 days what about statutory leave which are called as EL/PL. What you are stated must be PL/EL. May not be CL. Still you want to know more please continue your query in this thread.
Adoni Suguresh
Sr.Executive (Pers, Admin & Ind.Rels)Rtd
Labour Laws Consultant
From India, Bidar
There should not be 2 different rules for onsite and offsite employees, please refer the Leave Policy of your company. Some of the company have employee handbook and some company states Leaves on the Appointment Letter.
From India, Ahmadabad
From India, Ahmadabad
Best policy : Provide 2 leaves per month ( 24 leaves per annum.) easy to calculate.
Any one can take all 24 leaves at a one time
1 leave is equal to 15 days of working, 2 leaves = 30 days of working, and ad on.
While doing FnF take base from 1 Apr to day he worked.
e.g.
1) Employee who is on your pay roll dtd on 01.04.2014 resigned from job on 14 sept 2014. Had taken 3 leaves. so leave calculation will be of
Earned leaves during Financial year : April 2+May 2+ June 2+ July 2+ Aug 2+ and Sept 1 = 11 - 3 leaves taken by employee= 8 leaves subject to encasement.
2) Employee who is on your pay roll dtd on 01.04.2014 resigned from job on 16 sept 2014. Had taken 3 leaves. so leave calculation will be of
Earned leaves during Financial year : April 2+May 2+ June 2+ July 2+ Aug 2+ and Sept 2 = 12 - 3 leaves taken by employee= 9 leaves subject to encasement.
3) Employee who is on your pay roll dtd on 01.04.2014 resigned from job on 16 sept 2014. Had taken 15 leaves. so leave calculation will be of
Earned leaves during Financial year : April 2+May 2+ June 2+ July 2+ Aug 2+ and Sept 2 = 12 - 15 leaves taken by employee= -3 leaves subject to loss of pay ( Subject to recovery) from final salary.
provide 1/3rd as a encasement and do not allow employee to carry forward the leaves.
So every year you will be responsible to calculate leaves for 1 employee = 24 leaves.
on every 31 March no one will have leave balance so less headache. :-)
-Pankaj 9860663017
From India, Pune
Any one can take all 24 leaves at a one time
1 leave is equal to 15 days of working, 2 leaves = 30 days of working, and ad on.
While doing FnF take base from 1 Apr to day he worked.
e.g.
1) Employee who is on your pay roll dtd on 01.04.2014 resigned from job on 14 sept 2014. Had taken 3 leaves. so leave calculation will be of
Earned leaves during Financial year : April 2+May 2+ June 2+ July 2+ Aug 2+ and Sept 1 = 11 - 3 leaves taken by employee= 8 leaves subject to encasement.
2) Employee who is on your pay roll dtd on 01.04.2014 resigned from job on 16 sept 2014. Had taken 3 leaves. so leave calculation will be of
Earned leaves during Financial year : April 2+May 2+ June 2+ July 2+ Aug 2+ and Sept 2 = 12 - 3 leaves taken by employee= 9 leaves subject to encasement.
3) Employee who is on your pay roll dtd on 01.04.2014 resigned from job on 16 sept 2014. Had taken 15 leaves. so leave calculation will be of
Earned leaves during Financial year : April 2+May 2+ June 2+ July 2+ Aug 2+ and Sept 2 = 12 - 15 leaves taken by employee= -3 leaves subject to loss of pay ( Subject to recovery) from final salary.
provide 1/3rd as a encasement and do not allow employee to carry forward the leaves.
So every year you will be responsible to calculate leaves for 1 employee = 24 leaves.
on every 31 March no one will have leave balance so less headache. :-)
-Pankaj 9860663017
From India, Pune
Dear Pankaj,
The company policies can never supersedes the provisions contained in the respective legislatures. The calculations or allotment of leaves should not be based on simple or smooth calculations.
The purpose and meanings of each leave is different which should also be considered. The CL/SL are meant for urgent and casual purposes and no provisions for encashment are provided in the legislature whereas the earned leaves are calculated as per actual working of the person concerned and certain conditions are laid down for availing it.
P K Sharma
From India, Delhi
The company policies can never supersedes the provisions contained in the respective legislatures. The calculations or allotment of leaves should not be based on simple or smooth calculations.
The purpose and meanings of each leave is different which should also be considered. The CL/SL are meant for urgent and casual purposes and no provisions for encashment are provided in the legislature whereas the earned leaves are calculated as per actual working of the person concerned and certain conditions are laid down for availing it.
P K Sharma
From India, Delhi
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