Good evening friends, I work as an HR Manager for a hospital. I have a query. I would like to know if an employee has 8 casual leave pending in the month of November, can the employee avail 3 days in the first week and 3 in the last week of December. Request you to kindly answer my query.
From India, Bangalore
From India, Bangalore
Greetings
It totally depends on your company policy. Going by the information it is feasible to take unless you have any internal cut off measure as to maximum permissible days of CL.
I presume that the leave will lapse at the end of calendar year
S. Raghu Ram
From India, Bangalore
12It totally depends on your company policy. Going by the information it is feasible to take unless you have any internal cut off measure as to maximum permissible days of CL.
I presume that the leave will lapse at the end of calendar year
S. Raghu Ram
From India, Bangalore
Hi Sujatha,
This is year tendency. Perhaps your leave policy doetn't permit carry over of unutilised CL to the next calendar year i.e., 2021. It's a general practice in most of the entities that CL is credited in advance in Jan of a new year and closed by 31st Dec. There's no uniform rule across the board in all entities that CL some follow 10 days and others follow 12 days (on an average one day per month). Thus the unutilised CL remain on 31st Dec. elapses automatically nor allowed to be encashed. Therefore those spare CL till Dec rush to exhaust all CL days before 31st Dec. There is no hard & fast rule as per statue, it's all goes by practices followed by the entities concerned or by HoDs' discretion.
However the purpose of CL is to be availed/meant for emergencies, sudden ill health etc. Thus hardly it's utilised for a couple of days or so. However, if there is no pressure of work/official exigencies permits to be relaxed there's no harm in allowing employees to exhaust all balance days before it elapses. In short if the absence of concerned employees is not expected to cause any hardship/disturbance in their routine/official duties and HoD is satisfied, CL for more days can be permitted.
From India, Bangalore
This is year tendency. Perhaps your leave policy doetn't permit carry over of unutilised CL to the next calendar year i.e., 2021. It's a general practice in most of the entities that CL is credited in advance in Jan of a new year and closed by 31st Dec. There's no uniform rule across the board in all entities that CL some follow 10 days and others follow 12 days (on an average one day per month). Thus the unutilised CL remain on 31st Dec. elapses automatically nor allowed to be encashed. Therefore those spare CL till Dec rush to exhaust all CL days before 31st Dec. There is no hard & fast rule as per statue, it's all goes by practices followed by the entities concerned or by HoDs' discretion.
However the purpose of CL is to be availed/meant for emergencies, sudden ill health etc. Thus hardly it's utilised for a couple of days or so. However, if there is no pressure of work/official exigencies permits to be relaxed there's no harm in allowing employees to exhaust all balance days before it elapses. In short if the absence of concerned employees is not expected to cause any hardship/disturbance in their routine/official duties and HoD is satisfied, CL for more days can be permitted.
From India, Bangalore
As a general practice - seen in many organizations - CL could be availed for even a half-a-day and also 2 days at a stretch. If your organization has a leave policy which permits an employee to avail CL for 3 days consecutively, you may permit him/her to avail.
But unavailed portion of CL shall automatically lapse at the end of year, and can not be carried forward.
From India, Aizawl
But unavailed portion of CL shall automatically lapse at the end of year, and can not be carried forward.
From India, Aizawl
Hello Sujatha Rao,
Please check if your office has leave policy allowing employees to avail maximum CL at a time. Many organizations allow 3 days CL at a time. If this is available, the concerned employee may be able to take leave twice in a month, availing 3 days leave at each occasion, subject to approval of leave sanctioning authority. When its year end and there are no pressing issues, the higher authority is many times open to consider such a request. The smooth working of the department must not get disturbed.
In a few organizations they allow employees to encash unutilised CL in the new year or allow them to accumulate upto certain no.
I have worked with organization where the practice was to convert unutilized CL into Privilege leave and also there was a facility to encash Privilege leave.
Please check leave policy or practices in your organisation and you may get the way ahead.
Thanks & Regards
Rajendra
Powai Office.
From India, Mumbai
Please check if your office has leave policy allowing employees to avail maximum CL at a time. Many organizations allow 3 days CL at a time. If this is available, the concerned employee may be able to take leave twice in a month, availing 3 days leave at each occasion, subject to approval of leave sanctioning authority. When its year end and there are no pressing issues, the higher authority is many times open to consider such a request. The smooth working of the department must not get disturbed.
In a few organizations they allow employees to encash unutilised CL in the new year or allow them to accumulate upto certain no.
I have worked with organization where the practice was to convert unutilized CL into Privilege leave and also there was a facility to encash Privilege leave.
Please check leave policy or practices in your organisation and you may get the way ahead.
Thanks & Regards
Rajendra
Powai Office.
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Why did this talented employee leave.doc
Office Order regarding Maternity Leave for Contractual employee as per Amendment Act 2017.pdf