I have joined a new company as Admin Manager. Please help in calculating leave eligibility of an employee who joined on 1st September 2006. How many days of annual leave he can avail as on 31st March 2008?
Company Policy about annual leave read as - “each staff, on completion of one year, shall be entitled to twenty eight (28) days of annual leave, which will be credited at the beginning of the year. The leave year shall be the financial year i.e from April of a year to March of the following year”.
Please help!
Raj
From India, Bangalore
Company Policy about annual leave read as - “each staff, on completion of one year, shall be entitled to twenty eight (28) days of annual leave, which will be credited at the beginning of the year. The leave year shall be the financial year i.e from April of a year to March of the following year”.
Please help!
Raj
From India, Bangalore
Dear Raj,
His Leave cycle starts from the day he joined and which credited into his account based on pro-rata basis..
So, if the same is prevailing in your organisation, then by 31st March 2008 his leave shall be calculated on pro-rata basis.. And as per period it would be approx 14 of previous year and 28 of this financial year.. so total it would be 42 days...
Regards,
Amit Seth.
From India, Ahmadabad
496His Leave cycle starts from the day he joined and which credited into his account based on pro-rata basis..
So, if the same is prevailing in your organisation, then by 31st March 2008 his leave shall be calculated on pro-rata basis.. And as per period it would be approx 14 of previous year and 28 of this financial year.. so total it would be 42 days...
Regards,
Amit Seth.
From India, Ahmadabad
Thank you Amit for your comments.
I just confused as our Accountant is saying that the person is completing 1 year on 1st Sept 2007 and his eligibility for Annual Leave starts from 1st Sept 07. Thus he can get 14 days in 2007-08 and no leave for 2006-07.
regards
Raj
From India, Bangalore
I just confused as our Accountant is saying that the person is completing 1 year on 1st Sept 2007 and his eligibility for Annual Leave starts from 1st Sept 07. Thus he can get 14 days in 2007-08 and no leave for 2006-07.
regards
Raj
From India, Bangalore
We have our own pvt. ltd. co. We are 10 year old co. we donot have any Earned leave /Sick policy till today. now we want to implement leave policy in our co, can u help us.
From India, Hyderabad
From India, Hyderabad
Hi,
Hope you have some leave policy, in case no then refer 'Worksman Compensation Act' or 'Factories Act of 1948'. Mean time you have to map your company under the above Act (depending upon the type of business / factory / industry).
As per the Factories Act of 1948 sec. H says about leaves. An employee for completing 26 days of work (not exceeding 48 hrs of continuous work with a holiday of 4 weeks in a row) should be given 1.5 days Annual Leave / Earned Leave (18 days pa). Where as Public declared holidays should not be considered for this matter. Above is only the minimum leave clause. It is left your Comapny Management to fix AL / EL /PL it can be even more than 18 days per annum.
You may refer Bare Act for mopre details. Then you can make your own policy suits for your company and nature of business then you can make it as standing order and register with your local labour officer.
Hope you are clear with your doubts.
From India, Mumbai
Hope you have some leave policy, in case no then refer 'Worksman Compensation Act' or 'Factories Act of 1948'. Mean time you have to map your company under the above Act (depending upon the type of business / factory / industry).
As per the Factories Act of 1948 sec. H says about leaves. An employee for completing 26 days of work (not exceeding 48 hrs of continuous work with a holiday of 4 weeks in a row) should be given 1.5 days Annual Leave / Earned Leave (18 days pa). Where as Public declared holidays should not be considered for this matter. Above is only the minimum leave clause. It is left your Comapny Management to fix AL / EL /PL it can be even more than 18 days per annum.
You may refer Bare Act for mopre details. Then you can make your own policy suits for your company and nature of business then you can make it as standing order and register with your local labour officer.
Hope you are clear with your doubts.
From India, Mumbai
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